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The IPA Coding Leader manages a diverse team responsible for ensuring clinical documentation supports accurate coding and is reflective of the disease prevalence within the population. The IPA Coding Leader partners with IPA strategic partners to develop market-specific strategies to promote accurate clinical documentation, ensures all state, federal and internal policies and procedures are followed, and fosters collaboration across entities within the Primary Care Organization.

Strategy:

• In partnership with AVP, Risk Adjustment and AVP, MRA Strategy, responsible for driving ongoing efficiency and effectiveness of the divisional teams through use of people, processes, and technology enablement (including Annual Proof of Documentation (APD) tool)

• Responsible for performance management and strategy development for PCO risk adjustment at the division and market level; Partners with Clinical Documentation Improvement, Audit, and Education to develop programs to improve clinical documentation.

• Partner with MRA Strategy and Analytics teams to establish risk adjustment analytics to identify coding improvement opportunities, provider coding improvement opportunities, risk score trending and tracking.

• Partners with MRA and IPA Strategy Leaders to identify and influence enhancements to technology to improve the medical coder experience.

• Oversees coding operations by identifying business partner needs and develops solutions.

• Responsible for overall performance of IPA coding teams.

IPA Dyad Partnership/Influence:

• Collaborates with analytical resources to develop, communicate, and present analyses of KPIs for the division, individual markets, and clinics to determine areas of opportunity (unlocked notes, pending addendums, etc. Presents analyses to IPA Dyad partners monthly.

• Partner with IPA Dyad leaders to develop and implement improvement programs and the clinic, market, and provider level; includes monitoring and refinement of existing programs and strategies to identify opportunities for improvement.

• Proactively communicate performance, opportunities, and risks to IPA Dyad Partners

• Partners with IPA leaders to support special projects. Includes development of action plans in partnership with IPA leadership.

• Identify/share best practices within the markets and divisions to foster consistent, compliant workflows.

• Partner with Analytics teams to address data outages and communicate remediation plan to IPA Dyad partners.

• Partners with market operational leaders to identify operational issues that impact clinician and coder performance.

• Facilitate meetings with key partners, including Clinical, Operations, Analytics, etc. to address concerns and resolve issues.

• Partner with IPA Dyad leaders to ensure smooth integration of newly acquired IPA affiliates.

Productivity and Quality Management:

• Establish Key Performance Indicators (KPIs) for coding productivity and accuracy (90% coder accuracy)

• Monitor coding staff workload and redistribute resources as needed to meet market operational demands.

• Monitor coding processes, identify inefficiency, and develop recommendations for improvement.

• Partner with Operational Excellence team to identify process enhancements and streamline workflows as needed.

Coder Education:

• Based on coder audits and in partnership with the training organization, develop comprehensive training program for coding staff to ensure continuous skill development and compliance with coding standards.

• Partner with analytics and audit to identify coder errors and develop plans to address deficiencies/specific areas of focus.

Associate Engagement and Retention:

• Develop and implement strategies to foster a positive work environment that encourages collaboration, innovation, and personal growth.

• Conduct regular feedback sessions, performance evaluations and career development discussions with coding staff.

• Assess employee concerns, resolve conflicts, and create initiatives to improve satisfaction and retention.

Use your skills to make an impact

Required Qualifications

• Minimum 5 years of management experience

• 8 or more years of Medical Coding, IPA, or similar experience

• Medical Coding Certification

• Ability to Travel

Preferred Qualifications

• Proven experience with Medicare Advantage risk adjustment functions.

• Proven track record of working collaboratively with clinical and operational colleagues across the organization.

• Bachelor's degree in business in business, healthcare administration, or related field.

Knowledge, Skills, and Abilities:

• Comprehensive knowledge of all Microsoft Office applications, including Word, Excel, and PowerPoint

• Ability to communicate effectively and sensitively with clinicians and team members in stressful situations.

• Ability to lead by influence to engage colleagues and lead teams cross-functionally.

• Experience in fostering networks with internal and external stakeholders.

• Possess strong business acumen, excellent strategic thinking, and effective critical thinking skills.

• Makes decisions regarding own work methods, occasionally in ambiguous situations, and requires minimal direction or guidance.

• Excellent verbal and written communications skills with demonstrated ability to communicate, present, and influence both credibly and effectively at all levels of an organization.

• Ability to work in a rapidly changing, matrixed environment.

• Has a positive, collaborative mindset to foster partnership within and the Coding, Audit, and Education department, the PCO, and Humana

• Bachelor's Degree

• 6 or more years of technical experience

• 2 or more years of management experience

• RHIA, RHIT, CCS, CPC Certification

• MS-DRG auditing or APR auditing experience

• Acute in-patient and/or outpatient coding experience

• Must be passionate about contributing to an organization focused on continuously improving consumer experiences

Preferred Qualifications

Additional Information

Scheduled Weekly Hours

40

Pay Range

The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.$93,000 - $128,000 per yearThis job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.

Description of Benefits

Humana, Inc. and its affiliated subsidiaries (collectively, 'Humana') offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.

About us

About Conviva: Conviva Care Centers provides proactive, preventive care to seniors, including wellness visits, physical exams, chronic condition management, screenings, minor injury treatment and more. As part of Humana's Primary Care Organization, which includes CenterWell Senior Primary Care, Conviva's innovative, value-based approach means each patient gets the best care, when needed most, and for the lowest cost. We go beyond physical health - addressing the social, emotional, behavioral and financial needs that can impact our patients' well-being.About Humana: Humana Inc. (NYSE: HUM) is committed to putting health first - for our teammates, our customers, and our company. Through our Humana insurance services, and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health - delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare, Medicaid, families, individuals, military service personnel, and communities at large.

Equal Opportunity Employer

It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or veteran status. It is also the policy of Humana to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.

Equal Opportunity Employer

It is our policy to recruit, hire, train, and promote people without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity or expression, disability, or veteran status, except where age, sex, or physical status is a bona fide occupational qualification. https://www.eeoc.gov/sites/default/files/migratedfiles/employers/eeocselfprintposter.pdf

If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact yourcareer@humana.com for assistance.