VP Revenue Cycle

Ann & Robert H. Lurie Children's Hospital of Chicago; Chicago (IL); On-site; USD 100,000 - 775,000; Full time

Job summary

A leading children's hospital in Chicago seeks a Vice President of Revenue Cycle to provide strategic leadership and oversight of revenue cycle operations. This role involves collaboration across departments to ensure financial sustainability and compliance while enhancing the patient experience. The ideal candidate will have extensive leadership experience in healthcare revenue cycle management and a strong educational background.

Benefits

Medical, dental and vision insurance

Employer paid group term life and disability

Flexible Spending Accounts

Paid Time Off (PTO)

403(b) with a 5% employer match

Tuition assistance

Employee Assistance Program

Qualifications

• Minimum of 10 years of progressive leadership experience in healthcare revenue cycle management.
• Deep expertise in healthcare reimbursement and regulatory compliance.

Responsibilities

• Oversee end-to-end revenue cycle operations and ensure compliance with regulations.
• Collaborate with teams to enhance revenue cycle processes and improve patient financial experience.

Skills

Leadership

Communication

Analytical Skills

Problem Solving

Interpersonal Skills

Education

Bachelor’s degree in Finance, Healthcare Administration, Business, or related field

Master’s degree (MBA, MHA, or equivalent)

Tools

Epic Revenue Cycle

Healthcare IT systems

Job description

Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report.

Day (United States of America)

Location

680 Lake Shore Drive

Job Description

General Summary:

The Vice President, Revenue Cycle is a key member of the Finance leadership team at Lurie Children’s Hospital. This leader is responsible for developing strategic vision and providing oversight of revenue cycle operations to support the financial sustainability and mission of the Medical Center. The VP will lead the Revenue Cycle team to develop collaborative partnerships across the organization and with external stakeholders to ensure alignment with Lurie’s commitment to excellence and innovation in pediatric healthcare.

This role requires a transformative leadership style that unites the organization through open communication, strengths-based management, and continuous improvement demonstrated through measurable outcomes. The ideal candidate demonstrates self-awareness, listens actively, and leads with humility and integrity—creating a culture of trust, clear expectations, and personal accountability.

Essential Job Functions:

Revenue Cycle Operations:

• Provide strategic leadership and oversight of end-to-end revenue cycle operations, including patient access, registration, authorization, charging, coding, billing, collections, denials management, revenue integrity, training and education, consolidated support, and related functions.
• Establish and refine systems, processes, and key performance indicators to drive efficiency, enhance the patient financial experience, optimize cash flow, and reduce denials.
• Prepare and present financial reports to hospital leadership, providing insights into revenue cycle performance and recommendations for improvement.
• Evaluate and implement technology solutions to enhance revenue cycle processes, including automation and Epic enhancements, to improve efficiency and reduce denials.
• Collaborate with clinical, IT, compliance, legal, and finance teams to ensure revenue cycle processes align with enterprise initiatives and patient care goals.
• Ensure revenue cycle functions comply with all relevant federal, state, and industry regulations, including HIPAA, CMS, and Medicaid requirements.
• Monitor vendor selection, contracting, performance, ROI, and review cycles to ensure high-value, security, compliance, and appropriate use of services.
• Actively communicate metrics performance and context across the organization, providing appropriate revenue cycle education and industry context.
• Establish and maintain collaborative partnerships with Finance to review financials, investigate variances, discuss projects, plan for shared initiatives, etc.
• Collaborate in organizational planning and execution of new services, locations, and volume growth.

Payer Relations:

• Collaborate with the Managed Care leadership team to develop and implement payer strategies that support long-term financial sustainability and innovation in care delivery.
• Serve as a strategic advisor for payer negotiations, contract implementation, and payer performance management across commercial, government, and value-based contracts.
• Cultivate strong relationships with payer representatives and internal stakeholders to resolve reimbursement challenges and improve contract performance.
• Proactively monitor payer trends, the legislative pipeline, and regulatory policy developments that may impact revenue cycle performance and adapt systems to ensure compliance and financial readiness.

Leadership & Collaboration:

• Lead, coach, and inspire a high-performing team of directors and managers, fostering a strengths-based culture rooted in shared accountability, transparency, excellence, and measurable outcomes.
• Set cascading goals across the revenue cycle team and create a culture of accountability for meeting those goals.
• Cultivate a cohesive leadership team that communicates openly, sets clear expectations, and creates an environment where individuals feel seen, valued, and supported in their growth and development.
• Build strong, collaborative relationships with internal stakeholders to align priorities, gain buy-in, increase ownership, and facilitate smoother change management across the organization. Extend model approach to RC Directors/ Managers and their stakeholders.
• Engage in continual learning and participation in professional associations, industry forums, and EHR-focused groups to stay apprised of advancements and continually improve the efficiency and outcomes of the revenue cycle.
• Establish and maintain productive relationships with external partners, including fiscal intermediaries, government agencies, health plans, professional associations, and state and national collaboratives.
• The authority to hire, separate, promote, demote, write and administer performance evaluations.
• Other job functions as assigned.

Knowledge, Skills and Abilities:

Education & Experience:

• Bachelor’s degree required, preferably in Finance, Healthcare Administration, Business, or a related field; Master’s degree (MBA, MHA, or equivalent) strongly preferred.
• Minimum of 10 years of progressive leadership experience in healthcare revenue cycle management, with experience in pediatric, academic, or multi-entity health systems preferred.

Knowledge, Skills & Abilities:

• Deep expertise in healthcare reimbursement, patient financial experience, revenue cycle operations, regulatory compliance, and employee engagement.
• Proven ability to lead complex teams and drive organizational change in dynamic healthcare environments with emotional intelligence, flexibility, clarity, and resilience.
• Strong interpersonal, analytical, problem-solving, and executive communication skills.
• Critical thinking and strategic analysis skills to ensure quality control of all analysis completed within the revenue cycle team.
• Basic working knowledge of standard accounting principles, internal controls, and business financial management.
• Proficiency with healthcare IT systems, including EMRs, revenue cycle platforms, and data analytics tools. Epic Revenue Cycle experience strongly preferred.

Key Success Factors:

• Demonstrated ability to improve net revenue performance, reduce A/R days, and elevate the patient experience.
• Ability to build and sustain cross-functional partnerships and drive enterprise-wide alignment.
• Values-based leadership rooted in strategic thinking, innovation, and integrity.

Education

Pay Range

$100,000.00-$775,000.00 Salary

At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions.In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentivesfor select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits.

Benefit Statement

For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes:

Medical, dental and vision insurance

Employer paid group term life and disability

Employer contribution toward Health Savings Account

Flexible Spending Accounts

Paid Time Off (PTO), Paid Holidays and Paid Parental Leave

403(b) with a 5% employer match

Various voluntary benefits:

• Supplemental Life, AD&D and Disability

• Critical Illness, Accident and Hospital Indemnity coverage

• Tuition assistance

• Student loan servicing and support

• Adoption benefits

• Backup Childcare and Eldercare

• Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members

• Discount on services at Lurie Children’s facilities

• Discount purchasing program

There’s a Place for You with Us

At Lurie Children’s we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.

Lurie Children’s and its affiliatesare equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law.

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