Financial Access Team Lead

Site: Mass General Brigham Incorporated

Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.

Job Summary

Responsible for supporting financial access operations, including insurance verification, authorization processing and follow-up, work queue management, workflow monitoring, and related documentation. Provides staff support, first-level escalation assistance, training, mentoring, and workload coordination to support timely financial clearance and department operations. Escalates complex issues to department leadership when guidance, approval, or intervention is needed beyond established workflows.

Essential Functions

• Performs and supports financial clearance activities, including insurance verification, authorization processing and follow-up, and related documentation, as needed to support timely access to care.
• Monitors assigned work queues, workflow tools, and pending financial access cases to support timely follow-up, prioritization, and completion of financial clearance activities.
• Assists with workload coordination and assignment of work as needed to support staffing changes, coverage needs, urgent clearance requests, and department priorities.
• Serves as a first-level resource for staff and internal departments regarding financial access workflow questions, case status updates, technical issues, and routine escalation needs.
• Assists with onboarding, training, mentoring, and ongoing support of staff to promote consistent application of department workflows and expectations.
• Escalates complex financial access issues, workflow barriers, and requests outside established processes to department leadership for review and guidance.
• Contributes to process improvement efforts by identifying workflow barriers, sharing feedback, and supporting consistent application of department procedures.
• Collaborates with the admissions office, case management, revenue cycle teams, leadership, and other internal departments to resolve financial access issues and support financial access operations.
  
  

Qualifications

Education

• Associate's Degree Healthcare Administration required
• Equivalent experience may be accepted in lieu of degree
  
  

Experience

• 3 years of experience in healthcare finance, revenue cycle management, or patient access required
• 1 years of experience in a supervisory or lead role preferred
  
  

Knowledge, Skills And Abilities

• Working knowledge of healthcare finance, revenue cycle, patient access, insurance verification, authorization processes, and financial clearance operations.
• Effective communication and interpersonal skills, with the ability to collaborate professionally with staff, patients, payers, leadership, and internal departments.
• Ability to provide guidance, training, mentoring, and first-level support to staff in a lead capacity.
• Problem-solving and critical-thinking skills needed to address complex financial access issues and workflow barriers.
• Organizational and prioritization skills to support the timely completion of department responsibilities.
• Professionalism, confidentiality, and service-oriented communication in a fast-paced healthcare environment.
• Sound judgment in identifying workflow barriers, recognizing escalation needs, and supporting consistent application of department procedures.
  
  

Working Schedule

• Remote, M-F eastern standard business hours. Requires a quiet, secure, HIPAA-compliant working station
  
  

Additional Job Details (if Applicable)

Remote Type

Remote

Work Location

399 Revolution Drive

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

$63,648.00 - $90,750.40/Annual

Grade

6

At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

EEO Statement

0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

Mass General Brigham Competency Framework

At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.