- Energetic individual who demonstrates knowledge in hospital patient account billing and collections environment.
- Demonstrated knowledge in charging procedures for all departments.
- Demonstrated knowledge in billing compliance for federal, state and all third-party payers.
- A willingness to learn and pursue excellence is necessary.
- Minimum of 3 years recent medical billing experience within a medical organization, hospital or billing company.
- 2 to 3 years of hospital computer billing systems experience.
- Experience in audit tracking software.
- Understanding of denial management systems.
- Familiarity with all hospital insurance billing.
- Familiarity with all forms including payer claims by paper and electronic media is preferred.
- Excellent public/patient relations and communication skills.
- Skills in using computers including Excel and Word required.
- Skills in using web-based financial applications.
- Associates Degree preferred of 5 years work related experience required.
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Audit Denial Specialist - Canandaigua, United States - Thompson Health
Description
Main Function:
Assists in areas of denials and charge errors for review and reconciliation for the Southern Region Hospitals. Responsible for assisting the coordinator in the tracking of CMS Medicare RAC audits and all other third-party payer audits in Comply Track which includes data entry of patient account detail, assignment of jobs to HIM and UM and tracking of assignments for each department to ensure timely submission of all audit requirements. Assists the coordinator in rebilling and adjustment projects identified by the Manager and/or Director, or upon audit results from the Compliance Committee requiring further review. Assists the hospitals with denial reports and support.
Qualifications:
Starting Rate: $ $21.00
Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
