Manager, Performance Analytics

Job not on LinkedIn

🕒 July 20

🇺🇸 United States – Remote

💵 $130k - $160k / year

⏰ Full Time

🟡 Mid-level

🟠 Senior

📉 Data Analyst

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Covera Health

WebsiteLinkedInAll Job Openings

51 - 200 employees

🏥 Healthcare

⚕️ Healthcare Insurance

🤖 Artificial Intelligence

💰 $27.9M Series C on 2021-08

Healthcare • Healthcare Insurance • Artificial Intelligence

Covera Health is committed to transforming how quality healthcare is defined, measured, and delivered through advanced clinical analytics and technology. By focusing on healthcare quality and employing clinically-validated tools, Covera aims to raise the standard of care nationwide, initially concentrating on radiology to ensure accurate and timely diagnoses that significantly impact patient care outcomes. The company collaborates with top employers, payers, and healthcare organizations across the United States, leveraging a clinical intelligence platform that provides AI-powered insights to enhance medical care and support quality improvement at scale.

📋 Description

• Own the program’s analytics pipeline: intake and analysis of claims records, eligibility files, and MAO-004 reconciliation data across all clients. • Own care-gap identification: the analysis that determines which validated findings represent open, addressable gaps. • Own closure reconciliation on the program's vintage-cohort, MAO-004-evidenced measurement basis, including the monthly cohort measurement cycle and the collection-method distinctions (current eligibility vs. retrospective) that determine how cohorts are read. • Own billing reconciliation: studies-analyzed and per-unit program activity reconciled to invoiced volume by client and by practice, at a standard that survives client audit. • Build funnel instrumentation: stage-level conversion from finding identified, to shared with the physician, to acted on, to closed, so the program can see where value leaks rather than only its cumulative totals. • Deliver practice-level performance analysis: which practices are converting, which need education or intervention, and where concentration or volume volatility creates program risk. • Deliver the program’s baseline restatement on the vintage-cohort measurement basis and stand up the monthly measurement cycle aligned to CMS reconciliation windows in your first 90 days. • Document, standardize, and progressively automate the pipeline in partnership with Product and Engineering, so the program’s measurement survives any individual.

🎯 Requirements

• Deep hands-on fluency with healthcare claims data structures: professional and institutional claim formats, diagnosis and procedure coding, member and provider identifiers, and how eligibility files join to claims. • Direct experience with healthcare regulatory and quality reporting: Medicare Advantage risk adjustment data, including MAO-004 files, strongly preferred; familiarity with CDI (clinical documentation integrity) reporting, encounter data, or similar plan-side reporting a strong plus. • Demonstrated ability to build and run analysis independently, from SQL queries against large datasets through Excel and pivot-table analysis to finished output: these are working skills you use daily, not skills you manage in others. • Rigor about correctness: your numbers appear on invoices and settle compensation and client performance conversations, and you treat that accordingly. • Hypothesis-driven by habit: you ask the relevant questions, form a view, test it, verify the result, and repeat. We will ask what you built, what changed as a result, and what failed. • Fluency with value-based care: risk arrangements, care-gap economics, and what closure means clinically and financially. • Comfort operating without a large team: this is a builder-operator seat in a scaling program, with strong executive support and high visibility.

🏖️ Benefits

• Comprehensive medical plans - choose from three plans, including one with 100% of premiums covered for you and your dependents • Vision & Dental • Hybrid Time Off Policy (Flexible Time Off (FTO) Policy for exempt employees and Paid Time Off (PTO) Policy for non-exempt employees) • Sick days in accordance with your state law • 12 weeks of paid parental leave • 12 Fixed Holidays (company closed) • 5 Covera Days • 401(k) Retirement Plan • Annual Professional Development Stipend to invest in courses, books, or any other professional development related activity • Annual Wellness stipend for fitness, mental health or other wellness expenses