Director, Revenue Cycle and Enablement

Brook Inc•Boston, MA

5d•Hybrid

About The Position

The Director, Revenue Cycle & Enablement leads Brook’s partner-facing revenue performance engine, ensuring partner billing offices are positioned to capture, submit, and optimize reimbursement for Brook-supported services through disciplined operational execution and measurable outcomes. Success in this role requires the ability to influence outcomes across partner organizations without direct authority, aligning teams around shared revenue goals through trust, clarity, and operational leadership. Internally, this leader builds and scales a high-performing revenue enablement function, strengthening Brook’s operational foundation as the company grows. Operational leadership brings structure to complexity, translates insights into action, and aligns cross-functional teams around predictable revenue outcomes. This leader serves as a trusted advisor to partner billing teams, maintaining deep expertise in CMS regulations, payer policy changes, and reimbursement trends. Partners rely on this role to proactively interpret changes, guide operational adjustments, and keep reimbursement performance ahead of evolving requirements. A high-visibility leadership scope creates meaningful growth runway, shaping how Brook scales partner success and revenue performance over time. Brook is scaling through operational excellence, and this role is central to building the systems and execution discipline that make growth sustainable.

Requirements

Demonstrated ability to build revenue systems in evolving or ambiguous environments.
Deep expertise in CMS and payer reimbursement mechanics.
Experience defining KPIs that drive measurable financial improvement.
Proven success improving reimbursement through operational redesign.
Strong governance mindset and execution discipline.
Ability to influence external stakeholders without direct authority.
Strong analytical rigor and root-cause problem solving.
Executive leadership presence balancing urgency with operational control.
Minimum 7 years of progressive revenue cycle or revenue operations leadership.

Nice To Haves

Experience leading through growth-stage scaling.
Direct experience partnering with health system billing offices.
Track record improving reimbursement yield or reducing denials.
Experience advising partners on CMS or payer changes.
Digital health, RPM, CCM experience strongly preferred.

Responsibilities

Revenue Cycle Operations Leadership
Own operational oversight across the full revenue lifecycle including eligibility, authorization, coding, claims submission, denial management, payment posting, and collections.
Build scalable revenue enablement systems that drive measurable reimbursement performance.
Establish KPIs including reimbursement rates, denial trends, documentation accuracy, and time-to-payment.
Develop dashboards and reporting structures that create performance visibility.
Drive structured operational reviews focused on measurable outcomes and continuous improvement.
Ensure workflows align with CMS, state, and payer requirements.
CMS & Payer Strategy Leadership
Maintain deep expertise in CMS regulations and payer policy updates.
Serve as Brook’s internal and external subject matter expert on reimbursement changes.
Translate policy updates into operational guidance for partner billing offices.
Act as a consultative advisor helping partners optimize reimbursement workflows.
Ensure Brook and partners remain proactive vs reactive to reimbursement change.
Partner Performance Management
Serve as Brook’s operational liaison to partner billing offices.
Lead recurring business reviews aligned to shared outcomes and SLAs.
Identify revenue leakage and operational risks through data analysis.
Drive multi-vendor coordination and accountability across RCM partners.
Team Leadership & Operational Discipline
Build and scale a high-performing revenue enablement team.
Establish governance rhythms, accountability frameworks, and execution standards.
Foster operational rigor and continuous improvement.
Revenue Integrity & Compliance
Embed compliance and audit readiness into workflows.
Lead structured resolution plans for compliance or reimbursement risks.
Operationalize regulatory updates quickly and effectively.
Cross-Functional Alignment
Align Revenue, Care Operations, Implementation Design, Product, and Finance around measurable revenue outcomes.
Translate operational insights into scalable system enhancements.

Benefits

Employee & Child(ren): Brook pays 100% of premiums for full-time employees and their child or children for Medical, Dental, and Vision coverage. This means there are no paycheck deductions for you or your child(ren).
Spouse/Domestic Partner: Brook contributes 50% of premiums for coverage of a spouse or domestic partner.
HSA Contribution: Employees who enroll in our HSA-eligible medical plan receive a Brook-funded contribution to help cover medical expenses such as deductibles, prescriptions, and office visits.
Medical Concierge: Brook provides a concierge service to help employees and their families manage healthcare needs like claims, referrals, and care coordination.
Mental Health Support: Brook supplements the mental health coverage included in our medical plan with additional resources. Employees have access to free therapy sessions through Spring Health, providing confidential, professional support when it’s needed most.
Flexible PTO: Our PTO program is truly flexible — no accruals and no preset limits. You and your manager decide what’s reasonable, so you can take the time you need to recharge. In addition, we provide dedicated sick time to support your health and well-being, and a generous holiday schedule that ensures time to rest and celebrate with family and friends.
Income Protection: Brook provides Short-Term and Long-Term Disability insurance to all full-time employees, helping replace income during an illness or injury. Short-Term Disability works alongside any state or insurance benefits and Brook coverage to provide added financial support while you’re away from work.
Life Insurance: Brook provides company-paid life insurance equal to one times salary, up to a set maximum.
401(k) Retirement Savings: All employees (full-time and part-time) are automatically enrolled in our 401(k) plan. Brook provides a company match to help employees grow their retirement savings.
Emergency Savings Account (ESA): Brook helps employees build financial resilience by supporting contributions to an emergency savings account. Brook matches a portion of employee contributions, helping the fund grow faster. The account is completely flexible — you decide what qualifies as an emergency and how to use the funds.
Employee Referral Bonus: Great people know great people. When you refer a candidate who is hired, you’ll receive a referral bonus.