Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 155 programs and over 4,300 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.
Our Corporate Headquarters has over 250 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing & Operations.
Employment Status: Full-Time
Telecare values and places a high level of importance on having strong compliance practices; ensuring we reduce risk, measure areas for improvement, and implement key actions which are critical to our success. The Corporate Compliance Officer is accountable for the development and implementation of an enterprise-wide Compliance Program that serves to harness the full potential of the Company's Human Capital and Financial investments, ensures the adoption of Regulatory, Legal, Medical Billing, and Operational best practices which appropriately manages risk/exposure and delivers quality care. Working cross functionally with subject matter experts, the Corporate Compliance Officer develops and implements systems, policies, and practices which proactively monitor and measure the Company's compliance initiatives which serve the organization's best interests. As a champion of compliance, takes leadership role in facilitating the adoption of best practices and regularly reviews, analyzes and reports out on compliance related data that inform Telecare's annual compliance objectives and progress.
The Corporate Compliance Leader is accountable for partnering with functional stakeholders across the organization to effectively manage key components of Telecare's and Compliance Program - including policy development and implementation, communication, training, third-party due diligence, implementation and monitoring of controls and risk assessments, and ensures regular monitoring of the internal/external environment to ensure current practices and policies are up-to-date and best in class.
Ten (10) years of Corporate Compliance experience with proven successful leadership of enterprise-wide Compliance programs, including the development of systems, processes and structures which drive compliance with applicable federal/state/local regulations; development of compliance policies/procedures; and demonstrated experience with the preparation and presentation of board level compliance reports.
Areas of experience should include at least some of the following: drafting and revising compliance policies; training on those policies; communicating those policies across the company; third party due diligence; risk assessments; executive and/or board level communications; and practices related to internal controls.
Proven expertise and experience developing and implementing Corporate Compliance programs, processes and systems in Healthcare, or related environment required.
Experience in conducting internal investigations, particularly with respect to complaints and allegations of violations of laws, regulations and/or company policies.
Certification(s): Valid driver 's license with good driving record.
Demonstrated knowledge of applicable Federal, State and local laws and regulations.
Demonstrated experience collecting, compiling and analyzing compliance information from diverse sources.
Ability to present complex compliance issues to a variety of audiences up to and including the executive level.
Efficient analytical and organizational skills.
Effective oral and written communication skills.
Efficient time management skills.
Bachelor 's degree in Business, Public Administration, or related field
Advanced Degree in related discipline highly desired
Ability to analyze data, trends, and insights to identify the root cause of issues
Excellent verbal and written communication skills
Ability to problem solve and make recommendations
High degree of proficiency in MS Office Suites, Outlook and HRIS reporting
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
The employee is occasionally required to sit, bend, squat, kneel, crawl, climb, twist, push, pull and lift and carry items weighing 50 pounds or less as well as to frequently walk, stand, twist, reach and to do simple and power grasping of up to 50 pounds. The position requires manual deviation, repetition and dexterity and to occasionally drive and be exposed to uneven walking ground as well as Hazardous Exposure (Blood Borne Pathogens, Hospital Waste, Chemical & Infectious). Visual requirements include computers and books exposure.
EOE AA M/F/V/Disability
Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
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)
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.