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Huron helps its clients drive growth, enhance performance and sustain leadership in the markets they serve. We help healthcare organizations build innovation capabilities and accelerate key growth initiatives, enabling organizations to own the future, instead of being disrupted by it. Together, we empower clients to create sustainable growth, optimize internal processes and deliver better consumer outcomes.

Health systems, hospitals and medical clinics are under immense pressure to improve clinical outcomes and reduce the cost of providing patient care. Investing in new partnerships, clinical services and technology is not enough to create meaningful and substantive change. To succeed long-term, healthcare organizations must empower leaders, clinicians, employees, affiliates and communities to build cultures that foster innovation to achieve the best outcomes for patients.

Joining the Huron team means you’ll help our clients evolve and adapt to the rapidly changing healthcare environment and optimize existing business operations, improve clinical outcomes, create a more consumer-centric healthcare experience, and drive physician, patient and employee engagement across the enterprise.

Join our team as the expert you are now and create your future.

Role Summary

The RCM Training Lead will lead and scale the training charter for a multi-geography RCM delivery organization. This role is responsible for strategizing, implementing, and governing the effectiveness of new hire, lateral, and leadership training across Provider verticals, ensuring that business needs, client SLAs, compliance standards, and employee development goals are met. This role requires a strategic thinker with strong people management skills and domain expertise in US healthcare revenue cycle processes.

Key Responsibilities

Training Strategy & Frameworks

• Own the RCM training charter across geographies (onboarding ( New hires & Laterals), role-based, refresher, upskilling).

• Partner with business leaders to forecast training needs and build training calendars.

• Design and standardize SOP-driven, competency-based training modules across client accounts.

• Lead a team of RCM trainers and instructional designers; coach and mentor them.

• Implement digital learning (LMS, simulations, eLearning) and measure training ROI.

• Create and maintain dashboards for training effectiveness, speed-to-proficiency, and knowledge retention.

• Ensure audit-readiness of training documentation and process certifications.

• Support transitions, client ramp-ups, and strategic capability-building projects.

• Develop & execute annual training roadmaps aligned to client SLAs and internal KPIs.

• Institutionalize “Training Need Identification (TNI)” and “Training Need Analysis (TNA)” frameworks across business units.

• Lead process maturity assessments and training diagnostics to define capability building projects.

Team Management

• Lead and mentor a team of 2–10 trainers, content developers, and facilitators across Indian geographies.

• Conduct trainer calibration, TTT (Train-the-Trainer) programs, and quarterly capability reviews.

• Drive a Trainer Productivity Index (sessions held vs. business impact measured).

• Publish a quarterly L&D Scorecard to leadership and stakeholders.

Curriculum, Content & Technology

• Create and oversee the development of interactive and blended learning modules using:

o Articulate 360, Adobe Captivate, Rise, Camtasia, Vyond ( Any two from the list is Mandatory)

o eLearning and SCORM-based content

• Manage LMS deployment and compliance (preferably Talent LMS, Moodle, Workday, etc.).

• Collaborate with SMEs and operations to build role-specific learning paths, simulations, job aids, and explainer videos.

Measurement, ROI & Governance

• Create a learning effectiveness model using Kirkpatrick’s Evaluation Levels and Phillips ROI Methodology.

• Track and publish data on:

o Time to Proficiency

o First Pass Accuracy (FPA)

o Quality vs. Pre/Post Training Intervention

o Attrition post-training (30/60/90-day window)

• Prepare for and participate in client audits, & internal compliance assessments.

Client and Business Engagement

• Represent L&D in client onboarding and transition calls to design training solutions for new processes.

• Lead strategic initiatives like:

o Voice Neutralization Programs

o Cross-skilling & Re-skilling Models

o Speed to proficiency & Bootcamps

• Partner with HR and TA on the Hiring to reduce drop-offs and improve hire quality.

Required Skills & Qualifications

• Bachelor's/Master’s degree in Healthcare, Management, or Learning & Development.

• Minimum 6–10 years of RCM experience with at least 4 years in training leadership.

• Proven expertise in training design, delivery, and measurement across US Healthcare (Providers).

• Certifications preferred: AHM 250, Six Sigma, Kirkpatrick Bronze, Instructional Design

• Strong stakeholder management, strategic planning, and analytical skills.

• Ability to influence cross-functional leaders, present to clients, and drive change.

Role Summary

The RCM Training Lead will lead and scale the training charter for a multi-geography RCM delivery organization. This role is responsible for strategizing, implementing, and governing the effectiveness of new hire, lateral, and leadership training across Provider verticals, ensuring that business needs, client SLAs, compliance standards, and employee development goals are met. This role requires a strategic thinker with strong people management skills and domain expertise in US healthcare revenue cycle processes.

Key Responsibilities

Training Strategy & Frameworks

• Own the RCM training charter across geographies (onboarding ( New hires & Laterals), role-based, refresher, upskilling).

• Partner with business leaders to forecast training needs and build training calendars.

• Design and standardize SOP-driven, competency-based training modules across client accounts.

• Lead a team of RCM trainers and instructional designers; coach and mentor them.

• Implement digital learning (LMS, simulations, eLearning) and measure training ROI.

• Create and maintain dashboards for training effectiveness, speed-to-proficiency, and knowledge retention.

• Ensure audit-readiness of training documentation and process certifications.

• Support transitions, client ramp-ups, and strategic capability-building projects.

• Develop & execute annual training roadmaps aligned to client SLAs and internal KPIs.

• Institutionalize “Training Need Identification (TNI)” and “Training Need Analysis (TNA)” frameworks across business units.

• Lead process maturity assessments and training diagnostics to define capability building projects.

Team Management

• Lead and mentor a team of 2–10 trainers, content developers, and facilitators across Indian geographies.

• Conduct trainer calibration, TTT (Train-the-Trainer) programs, and quarterly capability reviews.

• Drive a Trainer Productivity Index (sessions held vs. business impact measured).

• Publish a quarterly L&D Scorecard to leadership and stakeholders.

Curriculum, Content & Technology

• Create and oversee the development of interactive and blended learning modules using:

o Articulate 360, Adobe Captivate, Rise, Camtasia, Vyond ( Any two from the list is Mandatory)

o eLearning and SCORM-based content

• Manage LMS deployment and compliance (preferably Talent LMS, Moodle, Workday, etc.).

• Collaborate with SMEs and operations to build role-specific learning paths, simulations, job aids, and explainer videos.

Measurement, ROI & Governance

• Create a learning effectiveness model using Kirkpatrick’s Evaluation Levels and Phillips ROI Methodology.

• Track and publish data on:

o Time to Proficiency

o First Pass Accuracy (FPA)

o Quality vs. Pre/Post Training Intervention

o Attrition post-training (30/60/90-day window)

• Prepare for and participate in client audits, & internal compliance assessments.

Client and Business Engagement

• Represent L&D in client onboarding and transition calls to design training solutions for new processes.

• Lead strategic initiatives like:

o Voice Neutralization Programs

o Cross-skilling & Re-skilling Models

o Speed to proficiency & Bootcamps

• Partner with HR and TA on the Hiring to reduce drop-offs and improve hire quality.

Required Skills & Qualifications

• Bachelor's/Master’s degree in Healthcare, Management, or Learning & Development.

• Minimum 6–10 years of RCM experience with at least 4 years in training leadership.

• Proven expertise in training design, delivery, and measurement across US Healthcare (Providers).

• Certifications preferred: AHM 250, Six Sigma, Kirkpatrick Bronze, Instructional Design

• Strong stakeholder management, strategic planning, and analytical skills.

• Ability to influence cross-functional leaders, present to clients, and drive change.

Position Level

Senior Associate

Country

India

At Huron, we’re redefining what a consulting organization can be. We go beyond advice to deliver results that last. We inherit our client’s challenges as if they were our own. We help them transform for the future. We advocate. We make a difference. And we intelligently, passionately, relentlessly do great work…together.

Are you the kind of person who stands ready to jump in, roll up your sleeves and transform ideas into action? Then come discover Huron.

Whether you have years of experience or come right out of college, we invite you to explore our many opportunities. Find out how you can use your talents and develop your skills to make an impact immediately. Learn about how our culture and values provide you with the kind of environment that invites new ideas and innovation. Come see how we collaborate with each other in a culture of learning, coaching, diversity and inclusion. And hear about our unwavering commitment to make a difference in partnership with our clients, shareholders, communities and colleagues.

Huron Consulting Group offers a competitive compensation and benefits package including medical, dental, and vision coverage to employees and dependents; a 401(k) plan with a generous employer match; an employee stock purchase plan; a generous Paid Time Off policy; and paid parental leave and adoption assistance. Our Wellness Program supports employee total well-being by providing free annual health screenings and coaching, bank at work, and on-site workshops, as well as ongoing programs recognizing major events in the lives of our employees throughout the year. All benefits and programs are subject to applicable eligibility requirements.

Huron is fully committed to providing equal employment opportunity to job applicants and employees in recruitment, hiring, employment, compensation, benefits, promotions, transfers, training, and all other terms and conditions of employment. Huron will not discriminate on the basis of age, race, color, gender, marital status, sexual orientation, gender identity, pregnancy, national origin, religion, veteran status, physical or mental disability, genetic information, creed, citizenship or any other status protected by laws or regulations in the locations where we do business. We endeavor to maintain a drug-free workplace.