Ensemble Health Partners

Onboarding Specialist

• Manage onboarding and occupational health requirements for assigned book of business.
• Create and maintain standard operating procedures on assigned book of business.
• Interpret occupational health medical results and determine appropriate vaccinations required.
• Responsible for navigating conversations with new hires and integrating associates through the onboarding process.
• Provide exceptional candidate experience while maintaining strong relationships across all onboarding partners.
• Review onboarding requirements for accuracy and determine employment eligibility.
• Consistent partnership with Talent Acquisition Leadership to review escalations.
• Maintain understanding of internal and external system integrations.

HR Onboarding Specialist

IT Support

• Interviews uninsured/under-insured patients to determine eligibility for a state Medicaid benefit or location Financial Assistance program.
• Assists with application processes to facilitate accurate and appropriate submissions.
• Follows-up on submitted applications to ensure timely billing or adjustment processing.
• Reviewing all referred uninsured/under-insured patients for program eligibility opportunities, initializing and coordinating the application process to facilitate accurate and appropriate submissions.
• Effectively communicating with the patient to obtain documents that must accompany the application.
• Following submitted applications to determination point, updating applicable insurance information and ensuring timely billing or adjustment posting.
• Documenting all relevant actions and communication steps in assigned patient accounting systems.
• Maintaining working knowledge of all state and federal program requirements; shares information with colleagues and supervisors.
• Developing and maintaining proactive working relationships with county/state/federal Medicaid caseworker partners, working collaboratively with other revenue cycle departments and associates.

Public Benefit Specialist

Recruitment

• Manage end‑to‑end recruitment for Information Technology roles, from intake through offer negotiation
• Build strong, trusted relationships with hiring managers across the IT organization, including senior‑level leaders
• Partner with stakeholders to define role requirements, sourcing strategies, and realistic hiring timelines
• Develop and maintain talent pipelines for high‑volume and frequently filled technology roles
• Source candidates using a wide range of tools and methods, including job boards, recruiting platforms, referrals, networking, career fairs, and technology meetups
• Screen candidates for technical qualifications, interest, compensation alignment, and overall fit
• Coordinate and facilitate interviews, gather feedback, and guide candidates through the hiring process
• Lead strategic recruitment planning by analyzing trends, identifying new sourcing channels, and continuously improving hiring outcomes
• Track and report recruiting metrics such as pipeline health, time to fill, conversion rates, and placements
• Represent Ensemble as a brand ambassador at technology‑focused networking and recruiting events
• Mentor and coach junior recruiters on best practices and recruiting techniques.

Talent Acquisition Partner – Technology

• Lead full-cycle executive and senior leadership recruiting (Director and above), ensuring an exceptional candidate and hiring leader experience
• Partner closely with executives to define role requirements, success profiles, and sourcing strategies
• Build and maintain robust, diverse executive talent pipelines through research, networking, referrals, industry events, and social platforms
• Conduct in-depth executive sourcing, screening, interviews, and candidate assessments
• Serve as a strategic consultant to hiring leaders on market insights, talent availability, and competitive intelligence
• Manage interview processes, facilitate feedback, and guide decision-making
• Present, negotiate, and close offers in alignment with established compensation and relocation practices
• Track and report on recruiting metrics such as pipeline health, sourcing effectiveness, and time to fill
• Maintain strong knowledge of healthcare leadership markets and executive recruiting trends

Talent Acquisition Partner – Executive

Financial Planning and Analysis

• Lead and perform comprehensive financial due diligence on healthcare-related transactions, including analyzing historical financial statements, payroll, and accounts payable extracts
• Build and maintain a strong relationship with clients throughout the financial due diligence process to validate data, review assumptions, and provide a foundation for the final pricing proposal
• Develop and refine pricing templates and proposals with partnership from cross-functional teams across operations, information technology, and human resources
• Support customer integration process post execution, including reconciling costs to model, reviewing operational plans, tracking project progress and identifying risks
• Support monthly reporting analysis for all clients to review financial performance and discuss any margin improvement and risk mitigation initiatives
• Assist with the growth of the financial due diligence practice, including developing training materials and proposals

Senior Financial Pricing Analyst

Director

• Provides vision, leadership and operational oversight for on-site Patient Access staff within a specific hospital or market.
• Will provide direction to all admitting and registration teams across all entry points.
• This includes establishing positive, collaborative relationships with operational leaders at these specific sites or markets.
• Organizes functions through establishing clear accountabilities, delegation of duties and appropriate departmentalization without creating silos.
• Develops and maintains an effective, visible and well-respected team by selecting, evaluating, coaching and managing the performance of qualified professionals.
• Negotiates and recruits with other department managers the need for cross training and support in their areas as necessary.
• Promotes team-building relationships in all areas of responsibility.
• Works in a collaborative manner with all managers/team leaders to ensure a successful and compliant revenue cycle process.
• Accountable for a comprehensive and effective communication strategy within the facility and/or market that promotes Employee Engagement, which includes enhanced employee productivity and morale.
• Communication style should promote a common understanding of the facility / market, vision, strategy and accountabilities.
• Promotes a culture of two-way communications and creates opportunities for staff participation.
• Staff should have regular assessments and educational opportunities.
• Determines appropriate staffing levels, monitors compensation and strengthens recruiting and retention process.
• Directs hiring and training for leadership and patient access staff.
• Manages the budget.
• May be required to perform other job-related duties as requested.

Director II, Patient Access

• Provides vision, leadership and operational oversight for on-site Patient Access staff within a specific hospital or market.
• Will provide direction to all admitting and registration teams across all entry points.
• Organizes functions through establishing clear accountabilities, delegation of duties and appropriate departmentalization without creating silos.
• Develops and maintains an effective, visible and well-respected team by selecting, evaluating, coaching and managing the performance of qualified professionals.
• Negotiates and recruits with other department managers the need for cross training and support in their areas as necessary.
• Promotes team-building relationships in all areas of responsibility.
• Works in a collaborative manner with all managers/team leaders to ensure a successful and compliant revenue cycle process.
• Accountable for a comprehensive and effective communication strategy within the facility and/or market that promotes Employee Engagement, which includes enhanced employee productivity and morale.
• Communication style should promote a common understanding of the facility / market, vision, strategy and accountabilities.
• Promotes a culture of two-way communications and creates opportunities for staff participation.
• Determines appropriate staffing levels, monitors compensation and strengthens recruiting and retention process.
• Directs hiring and training for leadership and patient access staff.
• Manages the budget.
• May be required to perform other job-related duties as requested.