Revenue Cycle PB Correspondence Manager - CBO

The Revenue PB Cycle Correspondence Manager, reporting to the Director of Operations, CBO, is responsible for directing and coordinating all activities related to payer, patient, and internal correspondence within the revenue cycle. This includes ensuring timely and accurate responses to inquiries, appeals, medical record requests, and all written communications impacting reimbursement and accounts receivable. The Manager ensures that correspondence workflows support maximization of cash flow, reduction of avoidable denials, and improvement of patient and provider satisfaction.

The role serves as the primary point of contact for correspondence‑related revenue cycle issues for assigned departments. The Manager proactively monitors key performance indicators related to correspondence turnaround times, appeal success rates, documentation compliance, and payer response trends. They maintain strong working relationships with clinical departments, CBO teams, and payers to ensure efficient resolution of issues and optimal AR management.

The Manager analyzes correspondence metrics to identify operational trends, recommends process improvements, and leads special projects related to communication workflows. They oversee correspondence staff, ensuring proper training, quality assurance, and adherence to institutional, regulatory, and payer guidelines.

• Hires, trains, coaches, and evaluates correspondence staff in accordance with internal policies and procedures. Assigns accountabilities and delegates tasks to ensure timely and accurate processing of all correspondence.
• Communicates departmental values, strategies, and objectives regularly to ensure alignment with financial and operational goals.
• Develops, implements, and evaluates performance indicators for correspondence team members. Identifies training needs and monitors performance against established benchmarks.
• Oversees staff responsible for payer and patient correspondence, ensuring turnaround time, quality, and compliance targets are met on a daily, weekly, monthly, and annual basis.
• Develops methodologies and workflows for responding to payer denials, appeals, medical record requests, and other written communications.
• Serves as the primary in‑house expert regarding correspondence processes for assigned departments.
• Acts as operational liaison between CBO and clinical departments, ensuring timely communication and resolution of correspondence‑related issues.
• Collaborates with CBO leadership, coding, billing, and clinical teams to resolve concerns and improve communication workflows.
• Represents the CBO in revenue cycle meetings related to correspondence, appeals, and documentation. Prepares data and reports for presentation.
• Tracks progress and submits correspondence performance reports to the Director on a daily, weekly, and monthly basis. Monitors key correspondence metrics and compares them to national/regional benchmarks.
• Prepares and analyzes operational and financial reports related to correspondence trends and makes recommendations for improvement.
• Works closely with CBO leadership to support full revenue cycle operations, ensuring correspondence processes align with billing and collections workflows.
• Performs other related duties.

Bachelor’s degree or equivalent experience required.

5–7 years of healthcare revenue cycle experience, preferably in correspondence, denials, or appeals management.

Strong knowledge of payer policies, documentation requirements, and revenue cycle operations.

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 $78884 - $118326 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.