Senior Manager, Credentialing and Payer Enrollment

Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all.

We’re launching a new Credentialing & Payer Enrollment service and seeking a Senior Manager to design and build the capability end‑to‑end. This role combines hands‑on operational leadership in the early stages with strategic ownership of processes, metrics, and organizational design as the service scales. You’ll partner closely with engineering and product to embed automation and drive margin efficiency.

About the Role / Team
You will found and lead the credentialing and payer enrollment service — designing workflows, building the frontline team, establishing operational infrastructure, and partnering across operations, product, and engineering to scale via automation. In early stages you’ll be deeply operational; as the service matures you’ll shift to strategic leadership and organizational design.

Core Responsibilities

• Design and implement end‑to‑end credentialing and payer enrollment processes that support current operations and future automation.

• Build, lead, and develop the frontline onboarding/support team responsible for scoping, data collection, and customer project delivery.

• Conduct workflow and process analyses to identify inefficiencies and root causes; translate findings into prioritized improvement initiatives.

• Define and implement metrics and measurement frameworks to track service performance, customer outcomes, and operational efficiency.

• Act as the strategic liaison between operations, product, and engineering to ensure alignment as automation capabilities are developed and deployed.

• Influence payer partners and internal development teams to deliver technical solutions when process changes are insufficient.

• Maintain deep, up‑to‑date knowledge of the payer landscape and triage unscoped payers as new customers onboard.

• Lead change communications across business units as processes, systems, and roles evolve.

• Drive toward margin efficiency with a target of achieving positive margin by year two.

• Evolve organizational design as scale requires—hire and structure teams to be lean, efficient, and sustainable.

Required Experience & Skills

• Deep operational knowledge of payer enrollment and credentialing, including EDI enrollment processes and payer variability.

• Proven experience designing and launching processes from scratch (not only optimization).

• Strong cross‑functional influence — ability to align stakeholders and deliver without direct authority.

• Data‑driven decision making with experience defining and using metrics to drive improvements.

• Comfortable operating in ambiguity and a fast‑evolving, startup‑phase environment.

• Experience managing and developing frontline teams through growth phases.

• Familiarity with process improvement methodologies (Lean, Six Sigma) and workflow mapping tools (Visio, Confluence, JIRA).

• Proficiency with reporting and analysis tools (Excel, Smartsheet).

• Healthcare technology experience preferred; direct knowledge of athenahealth ecosystem a plus.

Success Criteria / 90‑180‑365 Roadmap

• 90 days: Core service infrastructure established; critical cross‑functional relationships formed; initial customers onboarded using a documented, repeatable process.

• 6 months: Service is stable and performant; baseline metrics and reporting in place; initial process improvement initiatives delivering measurable gains.

• 12 months: Service scales to support dozens of customers, demonstrates progress toward top‑tier performance, and organizational design is positioned for further scale (including delegation of frontline leadership).

Expected Compensation

$105,000 - $179,000

The base salary range shown reflects the full range for this role from minimum to maximum. At athenahealth, base pay depends on multiple factors, including job-related experience, relevant knowledge and skills, how your qualifications compare to others in similar roles, and geographical market rates.  Base pay is only one part of our competitive Total Rewards package - depending on role eligibility, we offer both short and long-term incentives by way of an annual discretionary bonus plan, variable compensation plan, and equity plans.