Job Details

To perform this job, an individual must perform each essential function satisfactorily with or
without a reasonable accommodation. Support hospital strategy and physician operations,
leading the effective operation of designated practice(s). Responsible for all aspects of practice
operations and growth, including maintenance of key metrics, financial reviews, and practice
growth initiatives and revenue cycle analysis. Specifically, responsible for all items in the
Practice Manager Checklist, as well as any Specialty specific requirements. Lead day-to-day
operations of employed physicians, ensure standards of communication and information are
met, round with physicians daily; advise leaders on matters pertaining to physician needs and
strategy. Provide leadership, development and coaching to support staff within assigned
practice(s). Responsible for performance reviews, talent development and other HR related
matters. Prepare budgets, evaluate historical performance, and generate goals for future
achievement, and perform action planning as necessary for back to budget variances. Monitor
practices for efficiencies to reduce practice investment to include, but not limited to, accounts
receivable oversight, budgeting, charge capture, monthly operating report (MOR) preparation
and budget oversight. Monitor practice start-ups to aid in building existing practice revenue
through charge capture, fee schedules, and new programs. Monitor, report on and present
financial performance for all assigned providers and practices and collaborate with Market
Director and other practice leaders to ensure fiscal responsibility and adherence to annual
practice budgets. Implement and effectively manage Market Plan for New patients, driving
towards practice growth. Regular and reliable attendance. Perform other duties as assigned.

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 60-1.35(c)