Green Card Director of Revenue Cycle Jobs
Director of Revenue Cycle jobs with green card sponsorship require employers to complete PERM labor certification with the Department of Labor before filing an I-140 petition with USCIS. EB-2 covers advanced-degree candidates; EB-3 applies to professionals with a bachelor's degree. Per-country priority-date backlogs mean your nationality affects your timeline significantly.
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Get Access To All JobsINTRODUCTION
Huron helps its clients drive growth, enhance performance and sustain leadership in the markets they serve. We help healthcare organizations build innovation capabilities and accelerate key growth initiatives, enabling organizations to own the future, instead of being disrupted by it. Together, we empower clients to create sustainable growth, optimize internal processes and deliver better consumer outcomes.
Health systems, hospitals and medical clinics are under immense pressure to improve clinical outcomes and reduce the cost of providing patient care. Investing in new partnerships, clinical services and technology is not enough to create meaningful and substantive change. To succeed long-term, healthcare organizations must empower leaders, clinicians, employees, affiliates and communities to build cultures that foster innovation to achieve the best outcomes for patients.
Joining the Huron team means you’ll help our clients evolve and adapt to the rapidly changing healthcare environment and optimize existing business operations, improve clinical outcomes, create a more consumer-centric healthcare experience, and drive physician, patient and employee engagement across the enterprise.
Join our team as the expert you are now and create your future.
ROLE AND RESPONSIBILITIES
The Global Training and Quality Assurance Senior Director within Huron Managed Services is responsible for delivering a world-class Revenue Cycle Learning and Quality Assurance (QA) program, ensuring clients achieve rapid activation, measurable outcomes and high-performance outcomes. This leader drives the strategic vision for both staff-level training and leadership development across the revenue cycle, while simultaneously scaling our QA framework to continuously elevate performance, compliance, and operational excellence across all global delivery teams.
This role partners closely with HMS Operational Leadership, the Operations Advancement team, technology product teams and other internal stakeholders to continuously enhance team quality, improve client results, accelerate training and onboarding, and drive long-term retention and expansion. The Global Training and QA leader has a customer-first mindset, leveraging data, cross-functional collaboration, and scalable processes to deliver impact and innovation across HMS’s managed services portfolio. This individual is a champion of technology-enabled learning and quality programs, integrating AI-powered tools, automation platforms, and advanced analytics into the fabric of training delivery and QA operations to ensure consistency, scalability, and measurable ROI.
Revenue Cycle Learning and Leadership Development
- Oversee the enterprise-wide Revenue Cycle learning programs; define and maintain role-based learning pathways (new hire, experienced hire, and leadership tracks).
- Lead structured staff onboarding programs for new hires and role-based tracks that leverage adult learning methodology and tech-enabled learning platforms to reduce time-to-proficiency and ensure global delivery readiness.
- Build and maintain a comprehensive leadership development program for Revenue Cycle supervisors, managers, and directors that cultivates strategic thinking, operational decision-making, client relationship management, digital fluency and change leadership capabilities.
- Partner with Global Learning & Talent and HMS leaders to drive adoption of enterprise programs (e.g., Workday/LinkedIn Learning and other corporate offerings), tailoring where needed for HMS roles and shift-based schedules.
- Leverage AI-powered learning platforms, adaptive learning technologies, and intelligent content delivery systems to personalize training pathways and accelerate staff competency development at scale.
- Develop ongoing continuing education curricula that address evolving regulatory requirements, payer policy changes, and emerging industry best practices.
- Track training effectiveness KPIs (i.e., attendance, time-to-proficiency, knowledge retention rates, and correlation of training completion to operational performance metrics, retention and client satisfaction).
Revenue Cycle Quality Assurance
- Oversee the enterprise-wide Revenue Cycle Quality Assurance program that encompasses all operations functions.
- Deploy AI-driven quality monitoring tools and automation to enable real-time auditing, predictive error detection, and automated scoring of staff performance across revenue cycle workflows.
- Administer Continuous Quality Improvement reviews for new hires during ramp-up periods and ongoing performance audits for tenured staff, ensuring consistent adherence to quality standards.
- Maintain quality audit frameworks with standardized scorecards, standardized reporting, and trend analysis to identify root causes of performance gaps and drive targeted corrective action plans.
- Define, monitor, and report on key QA performance indicators.
- Manage a closed-loop feedback system between QA findings and training programs so that identified knowledge gaps and error trends are systematically addressed through targeted remediation and coaching.
Technology and Innovation
- Partner with HMS Technology Leadership to design and implement advanced AI and automation tools that enhance training delivery, quality monitoring, and performance analytics.
- Advance Training and QA tech stack to support team upskilling, global delivery readiness, and operational consistency across all HMS client engagements and geographies.
- Leverage analytics to provide visibility into training effectiveness and quality performance and support data-driven decision-making.
- Champion the use of automation and AI within Training and Quality Assurance team.
CORE QUALIFICATIONS
- Bachelor’s degree in business administration, healthcare management, or related field; Master’s degree preferred.
- 10+ years in senior leadership roles with experience in revenue cycle learning and development, quality assurance, healthcare revenue cycle operations, or consulting.
- Experience leveraging advanced AI, automation, and analytics platforms to support and transform training delivery and quality assurance operations at enterprise scale.
- Demonstrated experience scaling and optimizing teams in high-growth and matrixed environments.
- Experience with shared services, managed services models, and managing global delivery teams.
The estimated salary range for this job is $160,000 - $224,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy and Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.
POSITION LEVEL
Senior Director
COUNTRY
United States of America
INTRODUCTION
Huron helps its clients drive growth, enhance performance and sustain leadership in the markets they serve. We help healthcare organizations build innovation capabilities and accelerate key growth initiatives, enabling organizations to own the future, instead of being disrupted by it. Together, we empower clients to create sustainable growth, optimize internal processes and deliver better consumer outcomes.
Health systems, hospitals and medical clinics are under immense pressure to improve clinical outcomes and reduce the cost of providing patient care. Investing in new partnerships, clinical services and technology is not enough to create meaningful and substantive change. To succeed long-term, healthcare organizations must empower leaders, clinicians, employees, affiliates and communities to build cultures that foster innovation to achieve the best outcomes for patients.
Joining the Huron team means you’ll help our clients evolve and adapt to the rapidly changing healthcare environment and optimize existing business operations, improve clinical outcomes, create a more consumer-centric healthcare experience, and drive physician, patient and employee engagement across the enterprise.
Join our team as the expert you are now and create your future.
ROLE AND RESPONSIBILITIES
The Global Training and Quality Assurance Senior Director within Huron Managed Services is responsible for delivering a world-class Revenue Cycle Learning and Quality Assurance (QA) program, ensuring clients achieve rapid activation, measurable outcomes and high-performance outcomes. This leader drives the strategic vision for both staff-level training and leadership development across the revenue cycle, while simultaneously scaling our QA framework to continuously elevate performance, compliance, and operational excellence across all global delivery teams.
This role partners closely with HMS Operational Leadership, the Operations Advancement team, technology product teams and other internal stakeholders to continuously enhance team quality, improve client results, accelerate training and onboarding, and drive long-term retention and expansion. The Global Training and QA leader has a customer-first mindset, leveraging data, cross-functional collaboration, and scalable processes to deliver impact and innovation across HMS’s managed services portfolio. This individual is a champion of technology-enabled learning and quality programs, integrating AI-powered tools, automation platforms, and advanced analytics into the fabric of training delivery and QA operations to ensure consistency, scalability, and measurable ROI.
Revenue Cycle Learning and Leadership Development
- Oversee the enterprise-wide Revenue Cycle learning programs; define and maintain role-based learning pathways (new hire, experienced hire, and leadership tracks).
- Lead structured staff onboarding programs for new hires and role-based tracks that leverage adult learning methodology and tech-enabled learning platforms to reduce time-to-proficiency and ensure global delivery readiness.
- Build and maintain a comprehensive leadership development program for Revenue Cycle supervisors, managers, and directors that cultivates strategic thinking, operational decision-making, client relationship management, digital fluency and change leadership capabilities.
- Partner with Global Learning & Talent and HMS leaders to drive adoption of enterprise programs (e.g., Workday/LinkedIn Learning and other corporate offerings), tailoring where needed for HMS roles and shift-based schedules.
- Leverage AI-powered learning platforms, adaptive learning technologies, and intelligent content delivery systems to personalize training pathways and accelerate staff competency development at scale.
- Develop ongoing continuing education curricula that address evolving regulatory requirements, payer policy changes, and emerging industry best practices.
- Track training effectiveness KPIs (i.e., attendance, time-to-proficiency, knowledge retention rates, and correlation of training completion to operational performance metrics, retention and client satisfaction).
Revenue Cycle Quality Assurance
- Oversee the enterprise-wide Revenue Cycle Quality Assurance program that encompasses all operations functions.
- Deploy AI-driven quality monitoring tools and automation to enable real-time auditing, predictive error detection, and automated scoring of staff performance across revenue cycle workflows.
- Administer Continuous Quality Improvement reviews for new hires during ramp-up periods and ongoing performance audits for tenured staff, ensuring consistent adherence to quality standards.
- Maintain quality audit frameworks with standardized scorecards, standardized reporting, and trend analysis to identify root causes of performance gaps and drive targeted corrective action plans.
- Define, monitor, and report on key QA performance indicators.
- Manage a closed-loop feedback system between QA findings and training programs so that identified knowledge gaps and error trends are systematically addressed through targeted remediation and coaching.
Technology and Innovation
- Partner with HMS Technology Leadership to design and implement advanced AI and automation tools that enhance training delivery, quality monitoring, and performance analytics.
- Advance Training and QA tech stack to support team upskilling, global delivery readiness, and operational consistency across all HMS client engagements and geographies.
- Leverage analytics to provide visibility into training effectiveness and quality performance and support data-driven decision-making.
- Champion the use of automation and AI within Training and Quality Assurance team.
CORE QUALIFICATIONS
- Bachelor’s degree in business administration, healthcare management, or related field; Master’s degree preferred.
- 10+ years in senior leadership roles with experience in revenue cycle learning and development, quality assurance, healthcare revenue cycle operations, or consulting.
- Experience leveraging advanced AI, automation, and analytics platforms to support and transform training delivery and quality assurance operations at enterprise scale.
- Demonstrated experience scaling and optimizing teams in high-growth and matrixed environments.
- Experience with shared services, managed services models, and managing global delivery teams.
The estimated salary range for this job is $160,000 - $224,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy and Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.
POSITION LEVEL
Senior Director
COUNTRY
United States of America
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Get Access To All JobsTips for Finding Green Card Sponsorship in Director of Revenue Cycle
Align your credentials with EB-2 requirements
An advanced degree in health informatics, business administration, or healthcare management strengthens your EB-2 eligibility. If your highest degree is a bachelor's, document five years of progressive revenue cycle experience with job titles, scope of authority, and measurable outcomes before approaching employers.
Target health systems with PERM filing history
Large integrated health systems and hospital networks file PERM labor certifications more regularly than independent physician groups. Use Migrate Mate to identify employers who have sponsored green cards for revenue cycle leadership roles, so you're not educating a potential sponsor from scratch.
Request a prevailing wage determination early
Your employer must submit a prevailing wage request to OFLC before advertising the PERM position. For Director of Revenue Cycle roles, the wage level assigned directly affects your offer letter. Use the OFLC Wage Search to verify which wage level your job description supports before negotiations finalize.
Prepare documentation proving specialized authority
PERM requires the employer to show the role genuinely requires your specific qualifications. Gather org charts, board resolutions, and performance reviews that demonstrate you manage coding, billing, collections, and denial management functions, not just administrative tasks that a generalist could perform.
Understand how EB-2 and EB-3 affect your priority date
If your employer files under EB-3 first and later upgrades to EB-2, USCIS allows you to retain your original priority date. For nationals of India or China, this date can determine years of additional waiting, so confirm your employer's preferred category before the I-140 is filed.
Plan for AC21 portability if your I-485 is pending
Once your adjustment-of-status application has been pending 180 days or more, AC21 lets you move to a new employer in the same or similar occupation without restarting the green card process. For Director of Revenue Cycle roles, USCIS evaluates occupational similarity using O*NET classification codes.
Green Card Director of Revenue Cycle: Frequently Asked Questions
Do Director of Revenue Cycle employers commonly sponsor green cards?
Large hospital systems, academic medical centers, and multi-site health networks sponsor employment-based green cards for Director of Revenue Cycle roles more routinely than smaller practices. These employers have HR infrastructure familiar with PERM labor certification timelines and are accustomed to maintaining the documentation DOL requires throughout the multi-year process. Smaller or independent employers may be willing but less prepared.
How is PERM green card sponsorship different from H-1B for this role?
H-1B visa provides temporary work authorization, typically in three-year increments, and requires the employer to file an LCA with DOL. PERM labor certification is the first step toward lawful permanent residence, not a visa. The employer must conduct a formal recruitment test, obtain a prevailing wage determination from OFLC, and then file an I-140 immigrant petition with USCIS. Per-country numerical limits mean nationals of high-demand countries can face extended priority-date backlogs before the final I-485 stage.
What PERM recruitment steps apply to Director of Revenue Cycle positions?
DOL requires the employer to run a mandatory 30-day job order with the state workforce agency, place two Sunday newspaper advertisements, and complete three additional recruitment steps from a prescribed list, which may include professional journals, job fairs, or internal postings. The employer must document that no minimally qualified U.S. workers applied and were rejected. This recruitment window must be completed before filing the PERM application with DOL.
How do I find employers who sponsor green cards for revenue cycle director roles?
Migrate Mate shows employers with verified employment-based green card sponsorship history, searchable by role and location, so you can focus your applications on health systems already familiar with the PERM and I-140 process. This matters for Director of Revenue Cycle positions because sponsoring an executive-level role requires sustained employer commitment across a multi-year filing timeline.
Can I transfer my priority date if I change employers during the green card process?
Yes, in two separate situations. If your original employer's I-140 was approved, a new employer can file a fresh I-140 and you can request to retain the earlier priority date. Separately, if your I-485 has been pending 180 days or more, AC21 portability lets you move to a new position in the same or similar occupation without losing your place in line. These are distinct rules, and both require careful coordination with your immigration counsel.