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We work as a behavioral health partner for value-based care providers, joining forces with primary care practices and ACOs and MCOs to develop innovative behavioral health care models.
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Atrius Health, a part of Optum, is a leader in value-based care. If you share in our mission of providing high-quality, value-based care with a focus on the patient and the health of communities, consider us.
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Develops strategies to succeed in risk contracts and value-based care. Our system is comprised of three hospital campuses and an integrated network of both primary and specialty care practices in Cambridge, Somerville and Boston’s Metro North Region.
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You have knowledge of value-based care, utilization management and providing care with "At Risk" entities. You have experience with and passion for working in at risk/underserved communities, experience with geriatric patients, and the knowledge and skillset to be a trauma informed care provider You value the opportunity to work with patients and their families and understand that customer service and therapeutic relationship building is the key to good, trusting and effective patient care.
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Carbon Health also focuses on value-based care and other value-add services to employers, health plans, health systems and other ecosystem partners. Carbon Health is proud to value diversity and be an equal opportunity employer.
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As a member of Mass General Brigham, AllWays is a health plan at the forefront of innovation, advancing a highly integrated model of value-based care with one of the worlds leading health care systems.
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OOrthopedic and Spine- General skills for managing care for patients, providing surgical assist support Qualifications: Current certification by the National Commission on Certification of Physician Assistants (NCCPA) and current licensure to practice as a PA issued by the Commonwealth of Massachusetts Massachusetts Nurse Practitioner License State and Federal DEA Licensure Surgical Services: BLS and ACLS Diversity is a core value at Beth Israel Lahey Health.
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Cambridge Health Alliance brings Care to the People - including your neighbors, friends and family. The responsibility of creating a respectful environment for patients and staff is a Core Value of the Cambridge health Alliance.
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As a member of Mass General Brigham, MGBHP is a health plan at the forefront of innovation, advancing a highly integrated model of value-based care with one of the world’s leading healthcare systems.
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Together, our teammates create value in specialty care by aligning physicians, health plans and health systems around a common goal: delivering on the quadruple aim of high-quality outcomes and a better experience for patients and providers, all at a lower total cost of care.
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As the Vice President (VP) of Customer Success (CS) you will be responsible for driving strategy to skillfully engage with physician practices and health systems in a value-based care context, with a primary focus on customer performance, satisfaction and retention.
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Founded in 2021 by Jonathan Bush, co-founder and former CEO of athenahealth, Zus partners with HIEs and other data networks to aggregate patient clinical history and then translates that history into user-friendly information at the point of care.
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Value based care or health insurance experience (highly preferred) 3-5 years investment banking, private equity or health care consulting experience. Firefly Health is building a revolutionary new type of comprehensive health "care and coverage," powered by a relationship-driven care team, a trusted virtual and in-person clinical network, and our proprietary technology platform.
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Even if the candidate does not reside in Massachusetts, the candidate should have familiarity with the Massachusetts market – hospitals, outpatient networks, and value-based care relationships.
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Lead the strategic transformation toward value-based care models as our Practice Medical Director. Collaborate with executive leadership, clinical teams, and external stakeholders to develop and implement value-based care strategies that improve patient outcomes, reduce costs, and enhance the overall quality of care.
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value care jobs Company: Health in Boston, MA
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.