Role Description The Enrollment Specialist will be the primary contact for the Enrollment Department for Privia independent providers and responsible for all aspects of managing the payer enrollment process. - Enrolls providers new to Privia with all commercial health plans specific to the market. - Enrolls providers new to Privia with both Medicaid and Medicare. - Updates and maintains provider enrollment status in credentialing system, CredentialStream. - Reviews data in provider record, specifically taxonomy, license, and specialty and ensures it is correct prior to submitting applications. - Performs follow up with health plans according to designated timeline, until Provider is PAR. - Escalates known issues to manager for assistance. - Collaborates with credentialing team regularly to ensure that there is an awareness of all new providers who are onboarding. - Attends RCM and payer calls as needed as well as any other internal stakeholder meeting that may involve their market, as needed. - Other duties as assigned. Qualifications - 2+ years’ experience in payer enrollment function required. - Experience with RCM - enrollment claim resolution preferred. - Experience working in various payer portals required. - Verity CredentialStream or other credentialing software experience preferred. - Medicare/Medicaid payer experience required. - Demonstrated skills in problem solving and analysis and resolution. - Must be able to function independently, possess demonstrated flexibility in multiple project management. - Must comply with HIPAA rules and regulations. Requirements - The salary range for this role is $50,000.00-$55,000.00 in base pay and exclusive of any bonuses or benefits (medical, dental, vision, life, and pet insurance, 401K, paid time off, and other wellness programs). - This role is also eligible for an annual bonus targeted at 10%. - The base pay offered will be determined based on relevant factors such as experience, education, and geographic location. Interpersonal Skills & Attributes - An individual with the ability to communicate appropriately and effectively with providers; including sensitive and confidential information. - An individual who is passionate about playing a key role in changing the current healthcare environment. - High level of attention to detail with exceptional organizational skills. - Exercise independent judgment. - Ability to problem solve and explore all options and to use available resources to find new and effective solutions. Technical Requirements - In order to successfully work remotely, supporting our patients and providers, we require a minimum of 5 MBPS for Download Speed and 3 MBPS for the Upload Speed. - This should be acquired prior to the start of your employment. - The best measure of your internet speed is to use online speed tests like https://www.speedtest.net/ . - Work with your internet provider if you have questions about your connection. - Employees who regularly work from home offices are eligible for expense reimbursement to offset this cost.

Role Description You didn’t become a BCBA to push paper. You became one because you want to change what’s possible for kids with autism. In this role, you’re the person who starts that journey, the clinician who meets a family for the first time, sees the full picture, and builds the roadmap. As an Assessment Specialist, you’re the clinical starting point for every child we serve. You conduct comprehensive evaluations, write individualized treatment plans, and make sure each child gets the right services from day one and the right adjustments as they grow. You set the clinical direction for each child we serve. Your assessment is the foundation everything else is built on — and HHF gives you the tools, the access, and the autonomy to do it right, fully remotely from your home. - Conduct initial and ongoing assessments using tools like Vineland, VB-MAPP, CFQL, and FBA to understand each child’s unique profile. - Build individualized treatment plans with targeted goals across communication, social, adaptive, and behavior reduction domains. - Develop preliminary Behavior Intervention Plans (BIPs) so families and clinical teams hit the ground running. - Partner with BCBAs, Clinical Supervisors, and Clinic Directors to make sure your findings directly shape ongoing treatment. - Advocate for your clients through payer reviews, peer-to-peer conversations, and denial responses — you defend your clinical recommendations with confidence. - Collaborate with families to make sure what matters most to them is woven into every plan. Qualifications - You hold an active BCBA certification and state licensure (where required). - Willingness to get state licensure across the HHF operating geography. - You have 3+ years in ABA as a BCBA (RBT experience does not count for newly certified BCBAs). - You’re detail-oriented and deadline-driven — you know that a late auth is a gap in care. - You communicate well with families and colleagues alike — warm with caregivers, precise with clinical partners. - You’re collaborative by nature, not an island. You want a team behind you, and you want to be part of theirs. - Ability to travel 1-2 times per year for company trainings/meetings. Benefits - Base Salary Range: $85,000 — $100,000 USD. - Great Place to Work Certified™ in 2021, 2022, 2023, 2024, and 2025. - Top-rated ABA provider dedicated to a supportive and inclusive culture. - Rewarding work experiences, including making a lasting impact on children’s lives. Company Description Helping Hands Family is a top-rated ABA provider built around one belief: every community deserves a helping hand. Our outcomes back that up — Vineland and Quality of Life scores for our families consistently exceed national averages, and our BCBA retention is higher than the national benchmark. We grow by opening clinics where kids need services most, and we protect clinical quality as we scale by setting intentional limits on clinic and caseload size. When you join HHF, you join a team that gets better because it refuses to cut corners. Helping Hands Family is dedicated to a supportive, inclusive culture. From growing our team to the client treatment plans, we have committed to celebrating differences and helping everyone reach their highest potential. HHF is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race, color, religion, national origin, age, gender, sex, ancestry, citizenship status, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.

Role Description You didn’t become a BCBA to push paper. You became one because you want to change what’s possible for kids with autism. In this role, you’re the person who starts that journey, the clinician who meets a family for the first time, sees the full picture, and builds the roadmap. As an Assessment Specialist, you’re the clinical starting point for every child we serve. You conduct comprehensive evaluations, write individualized treatment plans, and make sure each child gets the right services from day one and the right adjustments as they grow. - Conduct initial and ongoing assessments using tools like Vineland, VB-MAPP, CFQL, and FBA to understand each child’s unique profile. - Build individualized treatment plans with targeted goals across communication, social, adaptive, and behavior reduction domains. - Develop preliminary Behavior Intervention Plans (BIPs) so families and clinical teams hit the ground running. - Partner with BCBAs, Clinical Supervisors, and Clinic Directors to make sure your findings directly shape ongoing treatment. - Advocate for your clients through payer reviews, peer-to-peer conversations, and denial responses — you defend your clinical recommendations with confidence. - Collaborate with families to make sure what matters most to them is woven into every plan. Qualifications - You hold an active BCBA certification and state licensure (where required). - Willingness to get state licensure across the HHF operating geography. - You have 3+ years in ABA as a BCBA (RBT experience does not count for newly certified BCBAs). - You’re detail-oriented and deadline-driven — you know that a late auth is a gap in care. - You communicate well with families and colleagues alike — warm with caregivers, precise with clinical partners. - You’re collaborative by nature, not an island. You want a team behind you, and you want to be part of theirs. - Ability to travel 1-2 times per year for company trainings/meetings. Benefits - Base Salary Range: $85,000 — $100,000 USD. - Great Place to Work Certified™ in 2021, 2022, 2023, 2024, and 2025. - Supportive and inclusive culture. - Rewarding work experiences, including making a lasting impact on children’s lives. Company Description Helping Hands Family is a top-rated ABA provider built around one belief: every community deserves a helping hand. Our outcomes back that up — Vineland and Quality of Life scores for our families consistently exceed national averages, and our BCBA retention is higher than the national benchmark. We grow by opening clinics where kids need services most, and we protect clinical quality as we scale by setting intentional limits on clinic and caseload size. When you join HHF, you join a team that gets better because it refuses to cut corners. Helping Hands Family is dedicated to a supportive, inclusive culture. From growing our team to the client treatment plans, we have committed to celebrating differences and helping everyone reach their highest potential. HHF is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race, color, religion, national origin, age, gender, sex, ancestry, citizenship status, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.

Employee Journeys Specialist remote type Remote locations Remote - United States time type Full time job requisition id JR-202610354 Job Description   We are seeking a detail‑oriented, collaborative, and creative Employee Journeys Specialist who will concentrate on leaves, life events, and relocation/immigration journeys, with an initial focus on US & CAN and strong alignment to global regions. This role will partner closely with the Total Rewards COE and Global Mobility/Immigration teams, translating policies into clear, persona‑based journeys and processes that create a consistent, high‑quality experience for employees and leaders.   Unlike onboarding and offboarding, this role will not own the policies or processes end‑to‑end, but will instead influence and co‑design with policy owners—connecting strategy, policy, and operations. You will lead efforts to map current state, define an ideal future‑state experience, and embed global nuance and persona differences into how leaves, life events, and mobility journeys are delivered.   Key Responsibilities:  - Partner with Total Rewards COE and Global Mobility/Immigration to translate leave, life event, relocation, and immigration policies into clear, usable journeys, workflows, and decision points across systems (e.g., Employee Journeys platform, Workday, ServiceNow). - Co‑design processes rather than own them end‑to‑end: clarify roles, handoffs, and SLAs between policy owners (Total Rewards/Global Mobility), HRBPs, People Services, People Operations, Payroll, Legal, and local site teams. - Map and document current‑state journeys for key scenarios (e.g., LOA, parental leave, disability, marriage, birth/adoption, dependent changes, relocation, visa changes), identifying pain points, failure modes, and policy/process misalignment. - Define and maintain future‑state standard work for leaves/life events and mobility journeys, including triggers, tasks, communications, and escalations, ensuring they reflect policy, legal, and compliance requirements while minimizing friction. - Design persona‑based experiences that reflect the needs of employees, people leaders, HRBPs, COE partners, PSC/People Services, and other stakeholders; ensure language, sequencing, and channels are tailored to each persona. - Build global alignment with local nuance by partnering with non‑US SMEs and regional HR/Legal leads (e.g., GMSA, Mexico, Europe, GMIO) to localize journeys, content, and handoffs while preserving a common global framework. - Collaborate with Knowledge Management and Governance teams to ensure content, job aids, and knowledge articles (e.g., AskGM, ServiceNow knowledge, leader toolkits) are accurate, findable, and aligned to the journeys. - Contribute to and/or chair governance forums related to leaves, life events, and mobility, supporting change approval for process/technology updates that impact the employee and leader experience. - Partner with FE Strategy & Portfolio and Communications to plan and execute change management and communications for journey‑related changes (process, systems, policies), ensuring HR, leaders, and operations are prepared to execute. - Leverage HR technology and analytics teams to define KPIs and reporting for leaves/life events and mobility (e.g., cycle times, defect/rework rates, case volume and root causes, employee and leader feedback), and use data to drive continuous improvement. - Act as a key escalation partner for complex or high‑impact journey issues in this space, working with Total Rewards, Global Mobility, PSC, Legal, and regional teams to resolve cases and address root causes in the journeys. - Feed insights into broader Employee Journeys strategy, ensuring leaves, life events, and mobility journeys connect seamlessly with onboarding, offboarding, and other lifecycle experiences.   Experience: - Bachelor’s degree in HR, Business Administration, or related field (or equivalent experience). - 3+ years of experience in HR operations, Total Rewards, benefits, mobility/immigration, or employee lifecycle process optimization; experience with leaves, life events, or relocation/immigration strongly preferred. - Demonstrated experience partnering with policy owners/COEs to operationalize complex policies into clear processes, communications, and tools (influence without direct ownership). - Strong expertise in process mapping, documentation, and change management, including cross‑functional stakeholder alignment. - Familiarity with HR systems (e.g., Workday, ServiceNow) and compliance considerations related to leaves, benefits, and/or mobility/immigration. - Experience working in or with global HR organizations, including tailoring processes to regional legal requirements and cultural/contextual differences. - Exceptional communication and stakeholder engagement skills, with the ability to explain complex policy/process topics in simple, persona‑appropriate language. - Experience building or operating within a COE and/or HR service delivery model preferred. - Proven ability to influence and drive change across multiple stakeholders and functions, balancing policy integrity, operational feasibility, and employee experience. GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.   Why Join Us  We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.   Benefits Overview From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.   Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.   All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws.