Description

Senior Director, Contract Compliance & Performance

The Senior Director, Contract Compliance & Performance is a senior operational and analytical leader responsible for executing the enterprise Contract Compliance & Performance strategy under the direction of the Associate Vice President, Contract Compliance & Performance.

The Senior Director leads the day-to-day monitoring, analysis, validation, and remediation of payer contract performance across the health system, including hospital, ambulatory, physician, and faculty practice operations.

The position translates payer contract requirements into measurable operational controls, reimbursement analytics, monitoring processes, and actionable performance intelligence. The Senior Director is responsible for identifying discrepancies between contracted and actual reimbursement, quantifying financial impact, coordinating root-cause analysis, and driving resolution of contract-performance issues.

Working in close partnership with Managed Care Contracting, Revenue Cycle, Finance, Patient Financial Services, Physician Enterprise, Faculty Practice, Information Technology, Data & Analytics, Compliance, Legal, and operational leadership, the Senior Director ensures that contract-performance issues are identified early, appropriately escalated, and resolved through sustainable corrective and preventive actions.

The Senior Director serves as a key deputy to the AVP and provides leadership for the operational execution and maturation of the Contract Compliance & Performance function.

Responsibilities

Essential Responsibilities

1. Contract Compliance & Performance Operations

Execute the enterprise Contract Compliance & Performance framework established by the AVP.

Responsibilities include:

Lead day-to-day operations of the Contract Compliance & Performance function.
Implement standardized processes for monitoring payer contract compliance and performance.
Monitor contractual reimbursement, payment accuracy, contractual obligations, and payer performance.
Identify, quantify, and prioritize material reimbursement variances.
Establish work plans for investigating and resolving identified contract-performance issues.
Maintain appropriate tracking of identified issues, financial exposure, corrective actions, owners, and resolution status.
Escalate significant contractual, financial, operational, or compliance risks to the AVP.
Provide regular performance updates, trend analysis, and recommendations to the AVP.
Support development and implementation of enterprise contract-performance standards.
Identify opportunities to improve monitoring processes, controls, analytics, and operational workflows.
Ensure consistent application of Contract Compliance & Performance methodologies across hospital and professional environments.

2. Contract Operationalization & Implementation

Support the AVP in ensuring negotiated payer agreements and amendments are accurately translated into operational and system requirements.

Responsibilities include:

Review payer contracts, amendments, rate changes, and reimbursement provisions for operational implications.
Translate contractual requirements into documented business, operational, and analytical requirements.
Partner with Managed Care, Revenue Cycle, IT, Finance, and operational teams on contract implementation.
Participate in contract configuration, testing, validation, and implementation activities.
Validate that reimbursement methodologies, fee schedules, rates, escalators, and payment provisions are appropriately reflected in applicable systems.
Establish and maintain implementation checklists and validation protocols.
Conduct post-implementation testing to identify discrepancies between contractual requirements and operational/system outcomes.
Track implementation issues through resolution.
Maintain documentation of contract interpretations, assumptions, requirements, testing results, and implementation decisions.
Ensure amendments and rate changes are incorporated into monitoring and validation processes in a timely manner.
Escalate implementation risks or delays that may result in financial loss or contractual noncompliance.

3. Reimbursement Analytics & Payment Validation

Lead operational execution of methodologies designed to determine whether payer reimbursement aligns with contractual expectations.

Responsibilities include:

Oversee development and execution of expected reimbursement methodologies.
Analyze actual versus expected reimbursement across applicable payer arrangements.
Identify underpayments, overpayments, payment variances, and other deviations from contractual expectations.
Quantify financial impact associated with identified reimbursement discrepancies.
Establish and maintain prioritization methodologies based on financial value, frequency, risk, payer significance, and operational impact.
Conduct detailed analysis of payment variance trends.
Identify patterns associated with payer behavior, billing processes, system configuration, coding, contractual interpretation, or other root causes.
Distinguish isolated payment discrepancies from systemic issues.
Develop recurring monitoring processes for high-risk reimbursement provisions.
Partner with Revenue Cycle and operational teams to validate findings and implement corrective action.
Monitor remediation results to determine whether identified issues have been sustainably resolved.
Provide analytical support for recovery and dispute activities.

4. Contract Performance Monitoring

Develop and maintain ongoing monitoring of payer contract performance.

Responsibilities include:

Establish recurring monitoring schedules for high-value and high-risk contractual provisions.
Monitor payer reimbursement performance against contractual expectations.
Develop payer-specific and contract-specific performance profiles.
Identify emerging payment trends and areas of financial opportunity or risk.
Monitor the financial impact of reimbursement methodologies, contractual provisions, rate changes, and payment policies.
Develop exception-based monitoring to focus resources on material issues.
Establish thresholds for investigation and escalation in partnership with the AVP.
Track unresolved issues and aging of remediation activities.
Provide periodic reporting on contract-performance trends.
Recommend enhancements to monitoring methodologies based on emerging risks and organizational priorities.

5. Analytics, Reporting & Revenue Intelligence

Lead development and maintenance of operational reporting supporting Contract Compliance & Performance.

Reporting may include:

Contracted versus actual reimbursement
Payment accuracy
Payment variance
Underpayment opportunities
Recovery performance
Payer performance
Contract implementation status
Contractual rate and methodology changes
Denial and appeal trends
Material contract-performance risks
Open remediation activities
Financial impact of identified issues

Responsibilities include:

Establish and maintain standardized reporting methodologies.
Partner with Revenue Reporting and Intelligence and Data & Analytics to ensure accurate and reliable data.
Develop dashboards, reports, payer scorecards, and management tools.
Translate analytical findings into actionable recommendations.
Validate data used in contract-performance reporting.
Establish quality-control processes for critical reports and analytics.
Identify opportunities for automation and exception-based reporting.
Support development of predictive and advanced analytics.
Evaluate opportunities to use artificial intelligence and automation to improve payment validation, variance detection, and prioritization.
Ensure reporting aligns with enterprise definitions and methodologies established by the AVP.

6. Root-Cause Analysis & Corrective Action

Lead structured investigation of material and recurring contract-performance issues.

Responsibilities include:

Conduct root-cause analysis of reimbursement discrepancies.
Determine whether issues originate from contractual interpretation, payer behavior, billing, coding, system configuration, data, workflow, or other operational factors.
Coordinate cross-functional investigation of systemic issues.
Develop corrective and preventive action plans.
Establish clear ownership, milestones, and expected outcomes for remediation activities.
Monitor corrective actions through completion.
Validate that corrective actions have produced the intended financial and operational results.
Identify recurring issues requiring enterprise-level intervention.
Escalate unresolved or systemic issues to the AVP.
Recommend changes to processes, controls, system configuration, or contractual monitoring based on findings.

7. Appeals, Disputes & Recovery Support

Provide operational leadership and analytical support for significant payer payment disputes and recovery opportunities.

Responsibilities include:

Identify and prioritize payment recovery opportunities.
Support development of documentation and analytical evidence for contractual disputes.
Analyze disputed claims and reimbursement methodologies.
Coordinate with Revenue Cycle and Managed Care on recovery activities.
Monitor recovery performance and outstanding payer issues.
Track disputes by financial value, payer, issue type, age, and resolution status.
Identify recurring disputes that may indicate systemic contract-performance problems.
Escalate significant disputes to the AVP and appropriate Managed Care or Legal leadership.
Support formal dispute resolution, arbitration, or other escalation activities when requested.
Evaluate the effectiveness of recovery strategies and recommend process improvements.

8. Managed Care & Payer Partnership

Support the AVP and Managed Care leadership with contract-performance intelligence.

Responsibilities include:

Provide payer-performance analysis to support contract negotiations and renewals.
Prepare historical reimbursement and performance analyses.
Analyze proposed reimbursement methodologies and contractual changes.
Identify provisions that may create operational or financial risk.
Develop financial impact analyses and scenario models.
Provide data supporting payer performance discussions.
Monitor performance against negotiated expectations.
Identify payer trends that may require strategic attention.
Support escalation of significant payer-performance concerns.
Translate operational findings into actionable information for Managed Care leadership.

9. Audit, Compliance & Risk Monitoring

Support the AVP in maintaining a risk-based contract compliance monitoring program.

Responsibilities include:

Conduct periodic reviews of high-risk or high-value contractual provisions.
Execute monitoring activities in accordance with established compliance methodologies.
Maintain documentation supporting monitoring activities, findings, and remediation.
Coordinate with Corporate Compliance, Internal Audit, Legal, Finance, and other oversight functions as appropriate.
Support internal and external audits involving payer reimbursement.
Identify potential contractual, financial, operational, or compliance risks.
Escalate material findings in accordance with established governance protocols.
Track corrective actions associated with audit or monitoring findings.
Support assessment of applicable Medicare, Medicaid, commercial payer, and state reimbursement requirements.
Maintain appropriate evidence supporting contract-performance conclusions.

The Senior Director will work in partnership with, but will not replace, the independent authority of Corporate Compliance, Legal, Internal Audit, or other designated oversight functions.

10. Technology, Systems & Data Management

Partner with IT, Revenue Cycle technology teams, Data & Analytics, and Revenue Reporting and Intelligence to support contract-performance capabilities.

Responsibilities include:

Define and document business requirements for contract-performance analytics and monitoring.
Participate in system enhancement and technology roadmap initiatives.
Support development and validation of contract modeling and reimbursement tools.
Participate in testing of contract configuration and payment logic.
Validate system changes associated with payer contracts and amendments.
Identify data-quality issues affecting contract-performance analytics.
Establish appropriate quality controls for critical contract-performance data.
Support automation of payment validation and variance detection.
Evaluate technology solutions that improve contract monitoring and reimbursement intelligence.
Participate in implementation and optimization of tools supporting contract compliance.

11. Enterprise Governance & Process Management

Support the AVP in maintaining effective enterprise governance for Contract Compliance & Performance.

Responsibilities include:

Implement policies, procedures, standards, and controls established for the function.
Maintain clear documentation of roles, responsibilities, decision rights, and escalation pathways.
Coordinate governance activities involving Contract Compliance & Performance and related functions.
Prepare materials for governance committees and executive reviews.
Track decisions, action items, risks, and remediation activities.
Identify gaps or duplication among Contract Compliance & Performance, Managed Care, Revenue Cycle, Finance, Compliance, and Legal.
Recommend process improvements to strengthen accountability.
Promote consistent enterprise methodologies while recognizing differences among hospital, ambulatory, physician, and faculty practice environments.

12. Leadership & Organizational Management

Provide senior leadership for the operational teams supporting Contract Compliance & Performance.

Responsibilities include:

Lead and develop a high-performing multidisciplinary team.
Establish team goals, priorities, performance expectations, and operating rhythms.
Translate the AVP's strategic priorities into actionable departmental plans.
Manage day-to-day workload, resources, and competing priorities.
Develop workforce and resource requirements.
Participate in recruitment, onboarding, development, and retention of talent.
Establish performance-management practices.
Develop succession and career-development opportunities.
Foster accountability, collaboration, innovation, and continuous improvement.
Promote effective communication across geographically and operationally diverse teams.
Establish appropriate quality and productivity standards.
Identify opportunities to improve team structure, processes, and capabilities.
Serve as a senior representative of the Contract Compliance & Performance function.

Organizational Leadership

The Senior Director may oversee multidisciplinary teams and functions including:

Contract Compliance Analysts
Senior Contract Compliance Analysts
Contract Performance Analysts
Reimbursement Analysts
Payment Validation
Contract Modeling
Payer Performance Reporting
Contract Audit and Monitoring
Data and Reporting
Contract Performance Project Management

The Senior Director will establish an operating environment that promotes analytical rigor, operational accountability, timely issue resolution, and effective partnership with enterprise stakeholders.

Cross-Functional Collaboration

Develop and maintain effective working relationships across:

Contract Compliance & Performance
Revenue Reporting and Intelligence
Revenue Cycle
Managed Care Contracting
Finance
Patient Financial Services
Corporate Compliance
Legal
Physician Enterprise
Faculty Practice
Clinical Operations
Health Information Management
Coding
Information Technology
Data & Analytics
Internal Audit
Enterprise Risk Management

The Senior Director is expected to operate effectively across a highly matrixed organization and drive resolution of issues that require collaboration across multiple functions.

Qualifications

Education Requirements

Graduate degree in Business or Healthcare Administration.

Experience Requirements

7-10 years of experience in health administration including a minimum of 3 years preferred leadership in a health care setting.

Department requirements(pending comp approval)

Education Requirements:

Bachelor's degree in healthcare administration, finance, business administration, accounting, health information management, data analytics, or a related field.
Master's degree preferred, including MBA, MHA, MPH, or related advanced degree

Experience Requirements:

7 years of progressive experience in healthcare finance, payer contracting, reimbursement, revenue cycle, contract compliance, revenue analytics, or a related field. Strong preference for candidates with 10 or more years of experience
Significant experience in payer contract performance, reimbursement analytics, payment validation, or revenue-cycle analytics.
Experience working within a large academic medical center, integrated delivery network, multi-hospital health system, or similarly complex healthcare organization.
Experience with both facility and professional reimbursement strongly preferred.
Demonstrated experience leading complex analytical, operational, or enterprise initiatives.
Experience partnering with Managed Care, Revenue Cycle, Finance, IT, Compliance, and operational leadership.
Demonstrated ability to translate contractual and reimbursement requirements into operational processes, analytics, controls, and measurable outcomes.
Experience leading teams of analysts, managers, or other professional staff.

Preferred Qualifications

Experience within a major academic medical center or integrated academic health system.
Experience with commercial, Medicare, Medicaid, and value-based reimbursement arrangements.
Experience supporting payer negotiations and contract strategy.
Experience with Epic hospital and professional billing environments.
Experience with contract modeling, payment validation, or reimbursement analytics technologies.
Experience developing payer scorecards and executive dashboards.
Experience with healthcare data warehouses and enterprise analytics platforms.
Experience using automation, machine learning, or artificial intelligence in healthcare financial analytics.
Experience with large-scale revenue-cycle transformation.
Experience establishing enterprise governance and standardized processes.
HFMA, healthcare finance, revenue-cycle, analytics, or project-management certification.

Knowledge, Skills & Abilities

Advanced knowledge of healthcare payer reimbursement and contract performance.
Strong understanding of hospital and professional reimbursement methodologies.
Knowledge of Medicare, Medicaid, and commercial payer requirements.
Understanding of DRG, APC, CPT, HCPCS, fee schedule, percentage-of-Medicare, case rates, and other reimbursement methodologies.
Strong financial and quantitative analysis skills.
Ability to interpret complex payer contract provisions.
Ability to translate contractual requirements into operational and analytical requirements.
Strong understanding of revenue-cycle operations.
Experience with payment variance and reimbursement analysis.
Strong data-management and reporting capabilities.
Ability to develop meaningful dashboards and performance indicators.
Strong project and process-management skills.
Excellent written, verbal, and presentation skills.
Ability to communicate complex analytical findings to executive and operational audiences.
Demonstrated ability to influence without direct authority.
Strong problem-solving and root-cause-analysis capabilities.
Strong organizational and prioritization skills.
Ability to manage multiple enterprise initiatives simultaneously.
Strong change-management and process-improvement capabilities.
Ability to lead and develop high-performing teams.

Key Performance Indicators

Performance should be evaluated using financial, operational, analytical, compliance, and organizational measures.

Financial & Contract Performance

Contracted versus actual reimbursement accuracy
Identification of material payment variances
Financial value of identified opportunities
Recovery and remediation performance
Reduction in recurring reimbursement leakage
Timeliness of financial opportunity identification
Accuracy of expected reimbursement methodologies

Operational Performance

Contract implementation timeliness
Contract implementation accuracy
Variance investigation turnaround time
Issue resolution cycle time
Corrective-action completion
Sustainability of remediation
Adoption of standardized monitoring processes

Analytics & Reporting

Accuracy of contract-performance reporting
Timeliness of reporting
Dashboard utilization
Data-quality performance
Effectiveness of exception-based monitoring
Development of new analytical capabilities
Automation and process-efficiency improvements

Compliance & Risk

Completion of scheduled monitoring
Timeliness of risk identification and escalation
Audit findings and remediation
Documentation quality
Resolution of material contract-performance issues
Compliance with established monitoring standards

Strategic & Organizational Performance

Quality of support provided to Managed Care and executive leadership
Cross-functional stakeholder effectiveness
Advancement of Contract Compliance & Performance maturity
Team engagement and retention
Talent development
Succession readiness
Achievement of departmental strategic objectives

Certifications

Relevant professional certifications may be preferred, including:

HFMA Certified Healthcare Financial Professional (CHFP)
HFMA Certified Revenue Cycle Representative (CRCR)
Project Management Professional (PMP)
Other relevant healthcare finance, reimbursement, compliance, analytics, or revenue-cycle certifications

Leadership Competencies

The successful candidate will demonstrate:

Operational Leadership: Ability to translate enterprise strategy into disciplined execution, measurable outcomes, and sustainable processes.
Analytical Leadership: Ability to interpret complex reimbursement and contractual data and translate findings into actionable decisions.
Enterprise Perspective: Ability to understand interdependencies across Revenue Cycle, Managed Care, Finance, IT, Compliance, and clinical and physician operations.
Executive Communication: Ability to communicate complex issues concisely and effectively to senior leaders.
Influence & Collaboration: Ability to drive results across a matrixed organization without relying solely on direct authority.
Accountability: Demonstrated ownership of issues, transparency regarding risks, and commitment to measurable results.
Problem Solving: Ability to identify root causes and develop practical, sustainable solutions.
Continuous Improvement: Ability to identify opportunities to improve processes, controls, technology, and analytical capabilities.
Change Leadership: Ability to implement new processes and operating models in complex environments.
Talent Development: Ability to recruit, coach, develop, and retain high-performing analytical and operational talent.

Role Scope

The Senior Director, Contract Compliance & Performance is a senior operational leader responsible for executing and advancing the enterprise Contract Compliance & Performance strategy under the direction of the Associate Vice President.

The position serves as a critical link between contractual requirements, reimbursement analytics, payment validation, operational controls, issue remediation, and executive intelligence.

The Senior Director does not replace the responsibilities or independent authority of Managed Care Contracting, Revenue Cycle Operations, Corporate Compliance, Legal, Finance, Internal Audit, or Clinical leadership. Rather, the role provides the operational leadership necessary to identify contract-performance issues, quantify their impact, coordinate cross-functional resolution, and ensure that corrective actions are implemented and sustained.

The Senior Director is expected to function as a strategic deputy and operational extension of the AVP, assuming responsibility for day-to-day execution of the Contract Compliance & Performance operating model while escalating material risks, strategic decisions, and enterprise-level issues to the AVP.

The role is accountable for ensuring that the organization's payer agreements are translated into measurable performance expectations and that material gaps between contracted economics and actual reimbursement are identified, investigated, remediated, and prevented from recurring.

Employer Description

Strength through Unity and Inclusion

The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinai’s unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.

At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.

About the Mount Sinai Health System:

Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time — discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients’ medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News & World Report's Best Hospitals, receiving high "Honor Roll" status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News & World Report’s “Best Children’s Hospitals” ranks Mount Sinai Kravis Children's Hospital among the country’s best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweek’s “The World’s Best Smart Hospitals” ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.

Equal Opportunity Employer

The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization.

Compensation

The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $153723 - $245000 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.

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