Job Description

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Pay Range:

$20.10 - $26.13

Scheduled Weekly Hours:

40

Responsible for administrative management, tracking, and coordination of outpatient clinical denials, including medical policy denials, experimental or investigational determinations, and other payer clinical criteria denials. Ensures outpatient clinical denial cases are properly triaged, routed, documented, tracked, and prepared for appeal in accordance with payer requirements, while partnering with clinical and operational resources to support timely resolution and denial prevention.

MINIMUM REQUIREMENTS
Education: High school diploma or equivalent required. Associate or bachelor’s degree in healthcare or business-related field preferred.
Experience: Three years' hospital billing, denials management, utilization review support, or related revenue cycle experience. Experience working outpatient clinical denials, or medical necessity line-item denials strongly preferred.
Other Credentials:
Knowledge and Skills: • Working knowledge of outpatient clinical denial categories, including payer medical policy, experimental/investigational, and clinical criteria denials • Familiarity with payer authorization processes and outpatient clinical documentation workflows • Ability to perform detailed tracking, documentation, and inventory management across multiple appeal levels • Strong organizational skills and attention to detail • Ability to identify root causes and recurring outpatient denial drivers • Strong written communication skills for documentation and internal coordination • Proficiency with hospital billing systems, EMR navigation, and payer portals
Special Training:
Mental, Behavioral and Emotional Abilities: Must have ability to meet deadlines and attention to detail. Must demonstrate good judgment. Must be metric-driven and results oriented.
Usual Work Day: 8 Hours
Reporting Relationships
Does this position formally supervise employees? No

If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.

ESSENTIAL FUNCTIONS
Reviews and triages outpatient clinical denials, including medical policy, experimental/investigational, and clinical criteria denials.
Routes cases to appropriate clinical resources (Clinical Appeals RN, ordering providers, authorization teams) based on denial type and appeal viability.
Maintains accurate outpatient clinical denial inventories, including deadlines, appeal levels, documentation status, and outcomes.
Coordinates medical record requests, appeal packet preparation logistics, and submission tracking
Ensures compliance with payer requirements, timelines, and documentation standards for outpatient clinical denials
Performs payer follow-up activities, including portal research and telephone outreach as needed
Documents clear, concise, and accurate notes in the hospital billing system related to denial actions and status
Identifies recurring outpatient clinical denial trends by payer, policy, procedure, or department and escalates findings to leadership
Supports denial prevention initiatives by partnering with ordering providers, authorization teams, Revenue Integrity, and operational leaders
Maintains current knowledge of payer outpatient medical policies and appeal processes
Performs other duties as assigned and adapts to changing departmental demands

PHYSICAL DEMANDS AND WORK ENVIRONMENT
Frequent physical demands include:

Occasional physical demands include:

Continuous physical demands include:

Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.

Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Depth Perception, Accurate Hearing
Anticipated Occupational Exposure Risks Include the following: N/A

This position is eligible for the following benefits:

• Medical Plan

• Prescription drug coverage & In-House Employee Pharmacy

• Dental Plan

• Vision Plan

• Flexible Spending Account (FSA)

- Healthcare FSA

- Dependent Care FSA

• Retirement Savings and Investment Plan

• Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance

• Supplemental Group Term Life & Accidental Death & Dismemberment Insurance

• Disability Benefits – Long Term Disability (LTD)

• Disability Benefits – Short Term Disability (STD)

• Employee Assistance Program

• Commuter Transit

• Commuter Parking

• Supplemental Life Insurance

- Voluntary Life Spouse

- Voluntary Life Employee

- Voluntary Life Child

• Voluntary Legal Services

• Voluntary Accident, Critical Illness and Hospital Indemnity Insurance

• Voluntary Identity Theft Insurance

• Voluntary Pet Insurance

• Paid Time-Off Program

The pay range listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.