Senior Associate Director, Health Insurance and Coverage Policy

Employer
AHA American Hospital Association
Location
Washington, DC
Posted
Nov 25, 2021
Closes
Nov 27, 2021
Ref
223672734
Hours
Full Time
Job Details Description The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. We are currently seeking a Senior Associate Director - Health Insurance and Coverage Policy for our Washington DC office. This position is a hybrid role (three days in the office, two days working remote). Starting base salary = $134k - $155 K (commensurate with related experience). The Senior Associate Director, Health Insurance and Coverage Policy, develops and advocates for policy positions to improve how health care coverage works for patients and the hospitals and health systems who care for them. This portfolio includes overseeing the AHA's policy development related to surprise medical billing and health plan oversight and accountability, with a particular focus on the Medicare Advantage program. The primary responsibilities of this position are to develop, advocate and articulate policy positions that enable the AHA to have a positive impact on the political and policy environment facing its members; to have the support and understanding of the members; to communicate with members of the public and policymakers, and to assist members in interpreting and complying with changes in related federal policy. Under the supervision of the GVP for Policy, the Senior Associate Director balances an array of high visibility responsibilities under continuous time and performance pressures and represents the AHA and AHA's policy positions before members, federal officials, the media, and the public. Demonstrate expertise in the federal laws, regulations, and other policies governing commercial health insurance markets, with a particular focus on surprise medical billing protections, health insurance oversight, and the Medicare Advantage program. Develop policy proposals using both quantitative and qualitative research to improve oversight of health plans and to make coverage work better for enrollees. Develop strategies to enact such proposals, including by drafting proposed changes in law and regulation, comment letters, and other communications with key policymakers. This function will require coordination and collaboration with AHA members, the AHA Policy Research team, the AHA Federal Relations team, and external consultants. In addition, this position will need to collaborate with other members of the AHA coverage team to ensure alignment of proposals across different forms of coverage, including the Health Insurance Marketplaces and Medicaid. Monitor and keep AHA leadership and membership apprised of changing market dynamics, such as growth in the Medicare Advantage program and implementation of the No Surprises Act, and their implications for the health care system. In collaboration with other members of the coverage team, ensure deep understanding of the new surprise medical bills regulations and develop member-facing technical assistance tools to help members with implementation of the No Surprises Act, including maintaining a set of Frequently Asked Questions. Develop and maintain relationships with state and national health care association executives, the hospital community, and government officials as it relates to commercial health insurance, with a particular focus on collaborating with allied state and regional hospital associations where health plan oversight is shared between the federal and state governments. Collaborate with the AHA communications team to develop public-facing messaging, including talking points, infographics, fact sheets and to participate in interviews with the media, as well as other public speaking engagements. Collaborate with the AHA Federal Relations team to execute any Hill-focused advocacy strategies to advance preferred policy solutions. In coordination with the AHA field engagement team, participate in AHA member engagement strategies, including meeting one-on-one and in small groups with members. This can take the form of individual member case work through to presentations before various sized member audiences at in-person meetings. Performs other duties as assigned by Supervisor. BENEFITS We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more! The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information. The AHA participates in the E-Verify Program. Qualifications Education Required Masters or better. Experience Required 5-7 years: Economics, public policy analysis, health care finance and/or related health care issue areas. Masters Degree in Public Policy, Healthcare, Government, Economics or related field preferred. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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