Sr. Manager, Credentialing

At Lucet, we are industry leaders in behavioral health, dedicated to helping people live healthy, balanced lives. Our purpose is to advocate for and improve the overall well-being of those we serve, through balanced treatment of the mind and body.

When you join Lucet, you become a valued member of our team, serving more than 15 million people across the U.S. Our employees have a passion for helping others - and it shows. From entry-level employees to senior leaders, we are inspired by our members, putting them first in everything we do. From day one, you'll see firsthand the impact you have on our members, knowing you can make a true difference in their lives.

Why join our team at Lucet?

We are a team of collaborative and hard-working professionals working to improve behavioral health outcomes working in a fast-paced and changing environment. At Lucet, no two days are the same. If you find joy in meaningful work and delivering excellent results, we encourage you to apply!

We are looking for top-tier skills and experience in our remote-work environment and that’s because we offer top-tier compensation and benefits, which include:

• The starting salary that Lucet reasonably expects to pay for this position ranges from $80,000 - $95,000 annually, PLUS an annual performance-based, discretionary . Compensation is dependent on non-discriminatory factors including but not limited to an applicant's skills, education/degrees, certifications, prior experience, market data, and other relevant factors.
• Full Health Benefits – Medical, Dental, and Vision
• 401(k) with competitive employer match
• Company paid life and disability insurance, wellbeing incentives, and parental leave
• Professional development opportunities and tuition reimbursement
• Paid time off including paid time off for volunteering
• Opportunity for meaningful growth, both personally and professionally, where your unique background and experience is welcomed and valued.

What You Will Do - Essential Functions

The Sr. Manager, Credentialing is responsible for all facets of Lucet’s credentialing program. The Sr. Manager is accountable for quality of demographics of all providers and for successful accrediting review results, including delegated oversight for all vendors.

• Credentialing and Provider Management - Responsible for credentialing, contract and rate administration support, customer audits, provider correspondence/letter development, provider terminations and audits related to credentialing.
• Program Leadership and Compliance - Serve as the SME for Lucet's credentialing program, interpreting state licensing and market requirements, integrating them into policies and procedures, and training staff to ensure compliance.
• Cross-functional Collaboration and Corrective Action- Develops corrective action plans in collaboration with other functional area leads. Collaborate with legal and quality departments, especially on sensitive matters related to credentialing decisions, terminations and corrective action plans.
• Accreditation and Policy Management - Lead initiatives to meet accrediting standards, ensure the accuracy of Network Operations policies, manage annual reviews and updates, and guide approvals through the Quality Management Committee, with documentation in Compliance 360.
• Team Leadership and Development- Leads team of Credentialing staff to include hiring, training, mentoring and ongoing coaching and leadership to achieve desired level of performance and quality.

Who You Are

Required Qualifications

• Bachelor’s degree and 4 years of credentialing experience; or 2 years of college and 6 years of experience with progressive advancement in healthcare, including two years in credentialing.
• Demonstrated analytical ability
• Experience managing, monitoring, and mentoring staff and developing a culture of teamwork and excellence.
• Ability to achieve goals timely and to balance competing priorities.
• Ability to broadly see and understand the goals of the organization and how their accountabilities support those goals.
• Experience leading a team of exempt and non-exempt staff.
• Experience forecasting and anticipating volumes to ensure production is timely and accurate.

Someone who embodies our values by:

• Serving everyone with compassion and leading with empathy.
• Stepping up and creating value by taking charge and acting when there is an opportunity.
• Adapting in a changing world by recognizing our responsibility to be agile and respond quickly.
• Nurturing growth and belonging by respecting and celebrating everyone for who they are.

Competencies

• Detail-oriented and conscientious
• Ability to work well with others
• Problem-solver
• Action-oriented
• Excellent communication skills
• Excellent organizational skills

Working Conditions:

• Work is performed from home with company-provided equipment. Sitting for long periods of time is expected and use of fingers and hands for typing is necessary.
• A quiet workspace with minimal background noise for calls.
• High-speed internet service (cable or fiber optic) with minimum download Speed of 20 Mbps, Upload Speed of 5 Mbps, and Maximum Latency of 100 milliseconds (must be installed before starting)

No candidate will meet every single desired qualification. If your experience looks a little different from what we’ve identified and you think you can bring value to the role, we’d love to learn more about you!

This position will accept and review new applications and resumes no less than 5 business days after the original posting date and may remain open an extended period of time with no set end date based on the level of interest.

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.