Midwest Eye Consultants

Manager

• Oversee all aspects of payer enrollment, recredentialing, and ongoing maintenance of provider participation in insurance networks
• Manage the end-to-end credentialing lifecycle, including initial credentialing, recredentialing, and expiration tracking
• Oversee payer enrollment applications, PECOS updates, CAQH maintenance, NPPES records, and delegated agreements
• Monitor compliance with NCQA, CMS, and commercial payer standards
• Maintain an accurate credentialing database
• Lead, supervise, and support Provider Enrollment Specialists
• Establish, document, and refine credentialing workflows, SOPs, and KPIs
• Act as the primary liaison with insurance plans to resolve enrollment delays or issues
• Monitor payer policy updates and state/federal regulations
• Support credentialing-file audits
• Provide weekly and monthly updates on credentialing status and turnaround times
• Track and report pending expirations to avoid lapses
• Prepare credentialing rosters and enrollment summaries
• Champion company culture and commitment to patient care
• Align strategic goals and resources to maximize profitability
• Collaborate across the organization to develop scalable solutions
• Participate in integration and post-acquisition teams as needed
• Drive operational excellence and maintain compliance
• Recruit, hire, train, motivate, retain, guide, and evaluate employees

Credentialing Manager

Human Resources

• Develop trusted relationships with operational leaders and serve as a strategic HR resource for assigned locations and teams
• Partner with leaders on staffing needs and practical people strategies supporting operational goals
• Coach managers on performance, workplace expectations, communication, team dynamics, and leadership
• Support organizational changes, team development, workforce planning, and people-related initiatives
• Develop community connections and represent the organization at community and talent-focused events
• Promote company culture, values, philosophy, and positive workplace practices
• Strengthen employee engagement, recognition, communication, and retention
• Coordinate regional engagement, recognition, training, and culture initiatives
• Manage the Employee Recognition Program
• Measure employee satisfaction through surveys, stay interviews, exit interviews, and other feedback mechanisms
• Use employee feedback and workforce data to identify trends and recommend engagement and retention strategies
• Partner with Recruitment and operational leadership on workforce planning, candidate selection, offers, and onboarding
• Identify staffing trends, turnover concerns, and hard-to-fill positions
• Support retention strategies and provide a regional onboarding experience
• Guide leaders on employee relations, performance concerns, attendance, conduct, conflict resolution, and corrective action
• Coach leaders through performance management and disciplinary processes
• Conduct or assist with investigations and recommend appropriate actions
• Monitor attendance and performance management processes and support timely evaluations and documentation
• Support compliance with federal, state, and local employment laws and regulations
• Help develop, implement, communicate, and maintain HR policies and processes
• Advise leaders on workplace practices and organizational risk
• Monitor adherence to company policies and HR processes
• Develop employee communications regarding culture, initiatives, policies, programs, and expectations
• Coordinate regional training and development activities
• Assist with manager training on leadership, employee relations, performance management, policies, and workplace expectations
• Evaluate HR processes and employee experiences for continuous improvement
• Use HR metrics and workforce trends to identify opportunities related to staffing, turnover, engagement, attendance, and performance
• Participate in HR projects and organizational initiatives as assigned

Credentialing Manager

Human Resource Business Partner