Revenue Manager Visa Sponsorship Jobs in Connecticut
Connecticut's revenue manager roles are concentrated in Hartford's insurance and financial services sector, with major employers like Aetna, The Hartford, and Cigna regularly hiring for pricing and revenue optimization positions. Stamford's hedge funds and media companies add further demand. Employers in these industries have established visa sponsorship infrastructure for qualified international candidates.
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Full-Time: Monday-Friday 7:30am-4:00pm/8:00am-4:30pm - variable shift based on projects.
Northwell is the largest not-for-profit health system in the Northeast, serving residents of New York and Connecticut with 28 hospitals, more than 1,000 outpatient facilities, 22,000 nurses and over 20,000 physicians. Northwell cares for more than three million people annually in the New York metro area, including Long Island, the Hudson Valley, Connecticut and beyond, thanks to philanthropic support from our communities. Northwell is New York State’s largest private employer with over 104,000 employees — including members of Northwell Health Physician Partners — who are working to change health care for the better.
Summary
The Revenue Cycle Educator and Process Improvement Associate 1 is responsible for operationalizing and maintaining successful education programs for Nuvance Health, as well as researching and aligning educational resources with strategic focus areas. In addition to planning and leading revenue cycle training initiatives, this individual’s responsibilities also include monitoring quality and performance metrics, keeping the Education Manager apprised of results, and using data to identify and develop targeted opportunities for staff development in all areas of the health system’s revenue cycle. As Process Improvement Associate, this position is responsible for all required testing for application implementation, in-service addition and hospital integrations. Coordinates and conducts all components of process improvement (PI) projects identified and directly related with the Revenue Cycle Operations throughout the Network.
Responsibilities:
-
Develops, organizes, and implements a Revenue Cycle training program for new hire orientation, staff development, and on-the-job training across Revenue Cycle functions.
-
Delivers and monitors department onboarding program. Provides documented feedback to department managers on new-hire progress.
-
Plans, coordinates, and leads internal in-services and educational programming for revenue cycle staff in all Revenue Cycle functions and other areas identified as necessary.
-
Develops in-depth knowledge of educational resources and determines how resources can best support training initiatives.
-
Creates training tools and staff assessment materials necessary for all Revenue Cycle components and keeps apprised of industry standards and Key Performance Indicators (KPIs).
-
Coordinates with IT department when necessary to select and deploy e-learning or web-based training materials.
-
Trains staff in utilizing systems or applications applicable to their job duties as well as e-learning technology and web-based educational offerings. Ensures staff maintain departmental education requirements as needed or expected of their role and remains up to date on changes—whether internally or within the industry at large—affecting their job functions.
-
Provides one-on-one targeted training in response to performance deficiencies and promotes a collaborative environment by addressing issues in a constructive and proactive manner.
-
Recognizes training opportunities and actively participates in improvement plans; works with vendors to successfully implement new enhancements and products.
-
Documents and maintains departmental employee records to ensure training requirements are fulfilled, corrective action plans can be carried out as needed, core competencies can be further defined, etc.
-
Regularly reviews pre-registration, registrations, and third-party and patient bills for completion and accuracy; ensures patient demographic and insurance data, for instance, is entered correctly into the data system and are available to the appropriate users/departments.
-
Assists Education Manager in analyzing trends in organizational and individual performance data and uses information to adjust and refine training programs as needed.
-
Keeps Education Manager informed of all quality assurance/training activities through weekly, monthly, and quarterly reports. Coordinates and conducts performance improvement (PI) projects within Nuvance Health.
-
Responsible for testing new service, new technology, new applications and integration.
-
Creates written training documentation and manuals for new applications along with department implementation processes. Fulfills all compliance responsibilities related to the position.
-
Performs other duties as assigned.
The above statements reflect the general duties considered necessary to describe the principal functions of the job as identified and should not be considered a detailed description of all the work requirements that may be inherent to the position.
Education Skills Experience:
Associate’s degree required in business, healthcare management, education, or related field and minimum of three years job-related experience.
Other Information:
Required: MS Word and Excel. At least 3 years of training/education experience.
Minimum Experience: three years
Desired: Bachelor's Degree preferred. Medical billing, registration and a health care background desired.
Working Conditions:
- Manual: significant manual skills/motor coord & finger dexterity
- Occupational: Little or no potential for occupational risk
- Physical Effort: Sedentary/light effort. May exert up to 10 lbs. force
Company: Nuvance Health
Org Unit: 2078
Department: Corp Rev Cycle Pafs
Exempt: Yes
Salary Range: $29.65 - $35.00 Hourly
Description
Full-Time: Monday-Friday 7:30am-4:00pm/8:00am-4:30pm - variable shift based on projects.
Northwell is the largest not-for-profit health system in the Northeast, serving residents of New York and Connecticut with 28 hospitals, more than 1,000 outpatient facilities, 22,000 nurses and over 20,000 physicians. Northwell cares for more than three million people annually in the New York metro area, including Long Island, the Hudson Valley, Connecticut and beyond, thanks to philanthropic support from our communities. Northwell is New York State’s largest private employer with over 104,000 employees — including members of Northwell Health Physician Partners — who are working to change health care for the better.
Summary
The Revenue Cycle Educator and Process Improvement Associate 1 is responsible for operationalizing and maintaining successful education programs for Nuvance Health, as well as researching and aligning educational resources with strategic focus areas. In addition to planning and leading revenue cycle training initiatives, this individual’s responsibilities also include monitoring quality and performance metrics, keeping the Education Manager apprised of results, and using data to identify and develop targeted opportunities for staff development in all areas of the health system’s revenue cycle. As Process Improvement Associate, this position is responsible for all required testing for application implementation, in-service addition and hospital integrations. Coordinates and conducts all components of process improvement (PI) projects identified and directly related with the Revenue Cycle Operations throughout the Network.
Responsibilities:
-
Develops, organizes, and implements a Revenue Cycle training program for new hire orientation, staff development, and on-the-job training across Revenue Cycle functions.
-
Delivers and monitors department onboarding program. Provides documented feedback to department managers on new-hire progress.
-
Plans, coordinates, and leads internal in-services and educational programming for revenue cycle staff in all Revenue Cycle functions and other areas identified as necessary.
-
Develops in-depth knowledge of educational resources and determines how resources can best support training initiatives.
-
Creates training tools and staff assessment materials necessary for all Revenue Cycle components and keeps apprised of industry standards and Key Performance Indicators (KPIs).
-
Coordinates with IT department when necessary to select and deploy e-learning or web-based training materials.
-
Trains staff in utilizing systems or applications applicable to their job duties as well as e-learning technology and web-based educational offerings. Ensures staff maintain departmental education requirements as needed or expected of their role and remains up to date on changes—whether internally or within the industry at large—affecting their job functions.
-
Provides one-on-one targeted training in response to performance deficiencies and promotes a collaborative environment by addressing issues in a constructive and proactive manner.
-
Recognizes training opportunities and actively participates in improvement plans; works with vendors to successfully implement new enhancements and products.
-
Documents and maintains departmental employee records to ensure training requirements are fulfilled, corrective action plans can be carried out as needed, core competencies can be further defined, etc.
-
Regularly reviews pre-registration, registrations, and third-party and patient bills for completion and accuracy; ensures patient demographic and insurance data, for instance, is entered correctly into the data system and are available to the appropriate users/departments.
-
Assists Education Manager in analyzing trends in organizational and individual performance data and uses information to adjust and refine training programs as needed.
-
Keeps Education Manager informed of all quality assurance/training activities through weekly, monthly, and quarterly reports. Coordinates and conducts performance improvement (PI) projects within Nuvance Health.
-
Responsible for testing new service, new technology, new applications and integration.
-
Creates written training documentation and manuals for new applications along with department implementation processes. Fulfills all compliance responsibilities related to the position.
-
Performs other duties as assigned.
The above statements reflect the general duties considered necessary to describe the principal functions of the job as identified and should not be considered a detailed description of all the work requirements that may be inherent to the position.
Education Skills Experience:
Associate’s degree required in business, healthcare management, education, or related field and minimum of three years job-related experience.
Other Information:
Required: MS Word and Excel. At least 3 years of training/education experience.
Minimum Experience: three years
Desired: Bachelor's Degree preferred. Medical billing, registration and a health care background desired.
Working Conditions:
- Manual: significant manual skills/motor coord & finger dexterity
- Occupational: Little or no potential for occupational risk
- Physical Effort: Sedentary/light effort. May exert up to 10 lbs. force
Company: Nuvance Health
Org Unit: 2078
Department: Corp Rev Cycle Pafs
Exempt: Yes
Salary Range: $29.65 - $35.00 Hourly
Revenue Manager Job Roles in Connecticut
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Search Revenue Manager Jobs in ConnecticutRevenue Manager Jobs in Connecticut: Frequently Asked Questions
Which companies sponsor visas for revenue managers in Connecticut?
Hartford-based insurers including Aetna, The Hartford, and Cigna have consistent track records of H-1B visa sponsorship for revenue and pricing management roles. Stamford employers such as Charter Communications and various financial services firms also sponsor regularly. Hospitality groups operating hotels along the I-95 corridor and in New Haven represent another active sponsorship segment for revenue manager positions.
Which visa types are most common for revenue manager roles in Connecticut?
The H-1B is the most common visa for revenue managers in Connecticut, given that the role typically requires a bachelor's degree in business, finance, economics, or a related field, qualifying it as a specialty occupation. Candidates already holding L-1 visa status through multinational employers transferring into Connecticut operations are another common pathway. Australians may also qualify under the E-3 visa for the same types of roles.
Which cities in Connecticut have the most revenue manager sponsorship jobs?
Hartford leads the state for revenue manager sponsorship activity, driven by its concentration of insurance carriers and financial services firms. Stamford is the second most active market, particularly for candidates with backgrounds in media, fintech, or hedge fund operations. New Haven sees demand from Yale University's affiliated medical and research enterprises, as well as the hotel and hospitality sector serving the city.
How to find revenue manager visa sponsorship jobs in Connecticut?
Migrate Mate filters job listings specifically by visa sponsorship availability, so you can search revenue manager roles in Connecticut without manually screening out employers who don't sponsor. The platform surfaces positions from Hartford's insurance sector, Stamford's financial services firms, and hospitality operators across the state. Filtering by Connecticut and the revenue manager category gives you a targeted list of active sponsoring employers.
Are there any Connecticut-specific considerations for revenue managers seeking visa sponsorship?
Connecticut's Department of Labor prevailing wage data is used by employers when filing Labor Condition Applications for H-1B positions, including revenue managers. Hartford's insurance industry cluster means many sponsoring employers have in-house immigration counsel familiar with processing these petitions. Candidates with pricing analytics or yield management experience tend to be stronger fits for the dominant financial services and hospitality sponsorship pipelines in the state.
What is the prevailing wage for sponsored revenue manager jobs in Connecticut?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.