[All remote jobs](https://jobicy.com/jobs.md)[![Natera logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/1c3a8032-221.png)](https://jobicy.com/company/natera.md)[Natera](https://jobicy.com/company/natera.md) # Associate Director, Billing Strategy – Denials & Appeals Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/natera.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 132,100–165,100 / yrDepartment[Healthcare & Medical](https://jobicy.com/categories/healthcare.md)EmploymentFull TimeExperienceDirectorPublished5 Oct 2026Apply before4 Nov 2026Listing views25Application actions2Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. Natera seeks a senior individual contributor to own denial and appeals strategy for laboratory revenue cycle operations. The role combines payer-policy expertise, medical-necessity appeal strategy, outsourced RCM vendor performance management, and root-cause analysis of denial trends. The Associate Director will translate operational workflows into billing-system requirements and help implement rules-based, RPA, and AI-supported automation with engineering and vendors. Success depends on improving overturn rates and recoveries while reducing preventable denials and manual effort across cross-functional teams. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a highly specialized healthcare RCM leadership role requiring 8–12+ years of experience across laboratory billing, CPT coding, payer policy, denials, and medical-necessity appeals. It also requires independent strategic ownership and the ability to convert complex operational requirements into automation and system logic. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$148,600US market range$130k–$175k0$193k AI insightThe posted annual USD pay range is $132,100 to $165,100, producing a midpoint of $148,600. The estimated US market range for a remote Associate Director-level healthcare revenue cycle denials and appeals specialist is $130,000 to $175,000 annually; actual pay may vary by laboratory-billing depth, payer-policy expertise, automation experience, and location. ## Core skills Skills and capabilities most closely associated with this opportunity. [Healthcare Revenue Cycle Management](https://jobicy.com/jobs?search_keywords=Healthcare%20Revenue%20Cycle%20Management.md)[Denials Management](https://jobicy.com/jobs?search_keywords=Denials%20Management.md)[Appeals Strategy](https://jobicy.com/jobs?search_keywords=Appeals%20Strategy.md)[Laboratory Billing](https://jobicy.com/jobs?search_keywords=Laboratory%20Billing.md)[CPT Coding](https://jobicy.com/jobs?search_keywords=CPT%20Coding.md)[Payer Policy](https://jobicy.com/jobs?search_keywords=Payer%20Policy.md)[Medical Necessity](https://jobicy.com/jobs?search_keywords=Medical%20Necessity.md)[Revenue Cycle Automation](https://jobicy.com/jobs?search_keywords=Revenue%20Cycle%20Automation.md)[SQL and Power BI](https://jobicy.com/jobs?search_keywords=SQL%20and%20Power%20BI.md)[Vendor Management](https://jobicy.com/jobs?search_keywords=Vendor%20Management.md) Sample interview questionsDescribe a denial-management initiative that materially improved appeal overturn rates or recoveries.I would begin by segmenting denials by payer, reason code, test type, dollar value, and aging to identify the highest-impact opportunities. I would then standardize evidence packages and escalation paths, train teams on payer-specific criteria, and monitor overturn rate, turnaround time, and recovery dollars to validate results. How do you distinguish operationally preventable denials from payer-driven or systemic denials? I map each denial to the upstream workflow, including eligibility, authorization, coding, documentation, claim submission, and payer adjudication. Trends tied to missing or inaccurate internal information are operational opportunities, while consistent denials despite compliant submissions require payer-policy analysis, contracting escalation, or revised appeal strategy. How would you translate a denial workflow into requirements for a rules engine or RPA solution? I would document the current-state decision points, inputs, exception paths, required evidence, and success criteria. I would prioritize high-volume, rules-based work, define routing and trigger logic with engineering, and use UAT scenarios based on real payer denials before measuring automation accuracy and downstream recovery results. What metrics would you use to manage an outsourced denials and appeals vendor? I would use denial inventory aging, appeal submission timeliness, appeal overturn rate, recovery rate, touch rate, quality-audit accuracy, productivity, and SLA adherence. I would review performance by payer and denial category to ensure the vendor is not merely closing volume but maximizing recoverable revenue and preventing recurrence. How do you influence engineering, billing operations, and leadership when you do not have direct authority? I use clear data, a shared problem statement, and an impact-based business case that connects workflow changes to reimbursement, compliance, patient access, and team capacity. I establish owners, decision dates, measurable outcomes, and regular communication so stakeholders understand both the rationale and their role in delivery. Opportunity details ## About this role. ### Associate Director, Billing Strategy – Denials & Appeals ### Position Summary Natera is seeking an Associate Director, Billing Strategy – Denials & Appeals to lead the strategy, performance, and optimization of denied claims and appeals. This is a senior individual contributor role responsible for shaping denial management strategy, driving payer advocacy, and partnering cross-functionally to improve reimbursement outcomes. This role will also play a key part in supporting automation initiatives across denial and appeals workflows—translating operational expertise into system logic and partnering with engineering and vendors to scale processes through technology. The Associate Director will oversee this function from three angles: * Operational: Oversight and performance management of outsourced RCM teams handling denials and appeals. * Analytical: Root cause analysis and data-driven insights to improve denial rates and recovery. * Technical: Defining and supporting system enhancements and automation strategies tied to denial workflows. ### Key Responsibilities ### Strategy & Payer Advocacy * Lead denial management and appeals strategy across all payer types. * Define and track overturn rates, appeal timelines, and recovery performance. * Act as an internal expert on payer policies and medical necessity criteria for laboratory testing. * Interpret payer policies and guide teams on defending medical necessity in appeals. * Identify payer behavior patterns to inform contracting strategy and escalation pathways. ### Operations & Root Cause Analysis * Partner with eligibility, prior authorization, coding, and billing teams to proactively prevent denials. * Audit BPO/vendor performance using data to identify workflow gaps, enforce accountability, and drive improvements. * Develop job aids and standardized workflows to improve consistency and quality. * Analyze denial trends to distinguish between avoidable operational issues and systemic or payer-driven challenges. ### Data, Systems & Automation * Translate denial and appeals workflows into system logic, partnering with engineering and vendors to support automation buildout. * Define requirements for rules-based workflows, denial routing, and appeal triggers within billing systems (e.g., AMD). * Support automation initiatives (e.g., rules engines, RPA, AI-driven workflows) by providing domain expertise and guiding design decisions. * Lead UAT and QA for system changes, ensuring outputs align with payer policy and real-world denial scenarios. * Identify opportunities to reduce manual work by transitioning denial and appeal processes toward scalable, low-touch or unattended workflows. * Proactively identify edge cases, failure points, and gaps in automation logic before and after deployment. * Analyze datasets using tools such as Power BI, SQL, Excel, or Snowflake to quantify denial drivers and financial impact. ### Qualifications ### Required * 8–12+ years of experience in healthcare Revenue Cycle Management (RCM), with deep focus on denials and appeals. * Expertise in laboratory billing, CPT coding, and reimbursement methodologies. * Strong knowledge of commercial, Medicare, Medicaid, and managed care payer policies. * Demonstrated success improving appeal overturn rates and resolving medical necessity denials. * Experience working with BPO or offshore RCM vendors. * Strong analytical skills with experience using tools such as Power BI, Excel, SQL, or Snowflake. * Experience leading cross-functional initiatives and influencing stakeholders without direct authority. ### Preferred * Experience supporting automation initiatives in revenue cycle (e.g., rules engines, RPA, or workflow automation tools). * Experience partnering with engineering teams or vendors to implement billing system enhancements. * Familiarity with AI-driven workflow concepts (e.g., intelligent routing, decisioning) in an operational setting. * Experience with AMD or similar billing platforms. * Experience with tools such as Jira or similar workflow tracking systems. ### Key Traits for Success * Investigative: Relentless in understanding why denials occur and how to prevent or overturn them. * Systems Thinker: Able to connect operational workflows with system logic and automation opportunities. * Data-Driven: Uses data to inform decisions and influence stakeholders. * Cross-Functional Operator: Effectively partners with engineering, operations, and leadership teams. * Builder Mindset: Proactive in identifying opportunities and driving improvements with a high degree of ownership. * Low Ego, High Accountability: Focused on outcomes and team success over individual recognition. The pay range is listed and actual compensation packages are based on a wide array of factors unique to each candidate, including but not limited to skill set, years & depth of experience, certifications and specific office location. This may differ in other locations due to cost of labor considerations. Remote USA $132,100—$165,100 USD OUR OPPORTUNITY Natera™ is a global leader in cell-free DNA (cfDNA) testing, dedicated to oncology, women’s health, and organ health. Our aim is to make personalized genetic testing and diagnostics part of the standard of care to protect health and enable earlier and more targeted interventions that lead to longer, healthier lives. The Natera team consists of highly dedicated statisticians, geneticists, doctors, laboratory scientists, business professionals, software engineers and many other professionals from world-class institutions, who care deeply for our work and each other. When you join Natera, you’ll work hard and grow quickly. Working alongside the elite of the industry, you’ll be stretched and challenged, and take pride in being part of a company that is changing the landscape of genetic disease management. WHAT WE OFFER Competitive Benefits – Employee benefits include comprehensive medical, dental, vision, life and disability plans for eligible employees and their dependents. Additionally, Natera employees and their immediate families receive free testing in addition to fertility care benefits. Other benefits include pregnancy and baby bonding leave, 401k benefits, commuter benefits and much more. We also offer a generous employee referral program! For more information, visit [www.natera.com](http://www.natera.com/). Natera is proud to be an Equal Opportunity Employer. We are committed to ensuring a diverse and inclusive workplace environment, and welcome people of different backgrounds, experiences, abilities and perspectives. Inclusive collaboration benefits our employees, our community and our patients, and is critical to our mission of changing the management of disease worldwide. All qualified applicants are encouraged to apply, and will be considered without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, age, veteran status, disability or any other legally protected status. We also consider qualified applicants regardless of criminal histories, consistent with applicable laws. If you are based in California, we encourage you to read this important information for California residents. Link: [https://www.natera.com/notice-of-data-collection-california-residents/](https://www.natera.com/notice-of-data-collection-california-residents) Please be advised that Natera will reach out to candidates with a @[natera.com](http://natera.com/) email domain ONLY. Email communications from all other domain names are not from Natera or its employees and are fraudulent. Natera does not request interviews via text messages and does not ask for personal information until a candidate has engaged with the company and has spoken to a recruiter and the hiring team. Natera takes cyber crimes seriously, and will collaborate with law enforcement authorities to prosecute any related cyber crimes. 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