Director of Admissions

Work Schedule: Full Time, Exempt

Location: Community Hospital

Here are the primary duties of the Director of Admissions

• Develops admissions organizational strategies by contributing information, analysis, and recommendations to strategic thinking and direction; establishing functional admissions objectives in line with organizational objectives.
• Establishes admissions operational strategies by evaluating trends; establishing critical measurements; determining production, productivity, quality, and patient-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
• Develops admissions financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Maximizes revenues by identifying short-term and long-range patient-pay and third-party reimbursement issues that must be addressed; providing information and commentary pertinent to administrative deliberations; recommending options and courses of actions to Chief Financial Officer; implementing directives.
• Enhances patient care delivery system by fostering admissions function interface with the nursing and professional staff, the emergency room, maternity, out-patient clinic registration, outpatient surgery, and other special care units; developing and implementing bed reservations, financial, reimbursement, and other supporting systems.
• Identifies current and future patient admissions requirements by establishing personal rapport with potential and actual patients and others in a position to understand service requirements.
• Serves and protects the hospital community by ensuring adherence to professional standards, hospital policies and procedures, federal, state, and local requirements, and Joint Commission on Accreditation of Healthcare Organizations (JCAHO) standards.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; maintaining personal rapport with potential and actual patients and other persons in a position to understand current and future service requirements; benchmarking state-of-the-art practices; participating in professional societies.
• Accomplishes the hospital’s goals by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

This position's pay range is: $48.00 - $71.50 per hour, depending on education and experience.

Discretionary bonuses, relocation expenses, merit increases, market adjustments, recognition bonuses and other forms of discretionary compensation may be paid to eligible employees based upon organizational and individual performance.

Education and Experience Requirements:

• Bachelor’s degree in Health Services, Healthcare Administration, Business Administration, or related field, and three (3) to five (5) years of experience in hospital admissions, and at least two (2) years in a leadership position; OR equivalent combination of education and experience.
• Master’s Degree is preferred. Experience working in an Electronic Medical Records (“EMR”) System is required.

Benefits:

Employees are eligible to participate in an attractive benefits package including medical, dental, vision, paid time off, education assistance, 403(b) with employer matching, and more. Eligibility is based on employment status. Details regarding specific benefit you may be eligible for will be discussed during the hiring process.

Be Extraordinary. Join Us Today!

Experience

• 2 year(s): Leadership roles
• 3 - 5 years: Hospital Admissions experience

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)