[Hiring] Revenue Cycle Client Enablement & Onboarding Manager @Huron

Role Description

The Manager of Client Enablement & Onboarding will support the Transition and Onboarding team, with alignment to Client Enablement and Onboarding. This role oversees a cross-shore team of professionals to ensure consistent execution of onboarding activities and alignment to operational goals, regulatory standards, and best practices. The Manager works directly with the Directors and Senior Director of Client Enablement & Onboarding to set priorities, remove blockers, and shift focus to meet evolving business needs. The Manager partners closely with Revenue Cycle Operations leadership and corporate stakeholders (including Talent Acquisition, Resource Management, and Human Resources), as well as client stakeholders, to drive timely client onboarding, readiness, and performance excellence.

Key Responsibilities

• Client Enablement & Onboarding:
  • Lead onboarding plans for assigned client accounts, including timelines, milestones, deliverables, and stakeholder communications.
  • Create, maintain, and continuously improve onboarding playbooks, job aids, training materials, and process documentation to support scalable delivery.
  • Coordinate internal readiness across Operations, Technology, Training, and Quality to ensure people, process, and technology prerequisites are met prior to go-live.
  • Facilitate onboarding governance (kickoffs, status reviews, and steering updates), tracking risks, issues, dependencies, and action items through resolution.
  • Define onboarding success measures and reporting (e.g., schedule adherence, training completion, readiness checklists, defect trends) and provide clear updates to leaders and clients.
  • Support change management by aligning communications, training, and knowledge transfer plans to promote adoption and a consistent client experience.
  • Lead post-go-live stabilization activities, including hypercare support, issue triage, and transition to steady-state operations.
  • Capture lessons learned and partner with Continuous Improvement (CI) to standardize best practices and reduce onboarding cycle time.
• People Leadership:
  • Provide day-to-day leadership for a cross-shore team, including work allocation, coaching, and removing delivery blockers.
  • Set clear expectations and goals; conduct regular 1:1s, performance feedback, and annual review inputs in alignment with company processes.
  • Partner with Talent Acquisition and Resource Management on hiring, onboarding, scheduling, and capacity planning to meet client and business demands.
  • Develop team capability through targeted training, cross-training, and documented development plans; identify succession and coverage needs.
  • Promote a culture of accountability, inclusion, and continuous improvement; recognize strong performance and address performance concerns promptly.
• Compliance & Privacy:
  • Ensure onboarding activities align to applicable privacy and security requirements, including HIPAA and protection of PHI/PII.
  • Coordinate required access provisioning and role-based access controls with Technology and Operations; validate least-privilege access for tools and systems.
  • Confirm completion of required compliance training and attestations for team members supporting client onboarding and delivery.
  • Maintain onboarding documentation and evidence needed for audits and client requirements (e.g., process controls, training records, access approvals).
  • Escalate and support timely resolution of privacy or security concerns, including suspected incidents, in accordance with established reporting procedures.
• Business Unit Support:
  • Partner with Sales, Training, Continuous Improvement (CI), Technology, and Operations to incorporate applicable inputs into onboarding design and optimization.
  • Serve as a point of coordination to align cross-functional deliverables, surface risks early, and ensure a seamless handoff from sales to delivery.

Qualifications

• Bachelor’s degree required. Master’s degree preferred.
• Current permanent US work authorization required.
• Minimum of 6 years of experience in revenue cycle management.
• Proven leadership experience, with the ability to manage and motivate global teams.
• Strong and broad understanding of Revenue Cycle Operations within a hospital and physician setting.
• Experience in one or more Shared Services programs, such as learning, quality assurance, or onboarding.
• Excellent communication and interpersonal abilities.
• Strong project management experience and ability to manage multiple workstreams at one time.
• Proficiency in data analysis and reporting tools.
• Limited travel required.

Salary and Benefits

The estimated salary range for this job is $90,000 - $125,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay-for-performance philosophy and Huron’s benefit plans which include medical, dental, and vision coverage and other wellness programs.