HIPAA Privacy Officer - Integrity & Compliance - FT - Day

Schedule:

Full time - 36 hours/week or greater

Shift:

First Shift (Days - Less than 12 hours per shift) (United States of America)

Weekly Work Schedule:

M-F, 8:00-4:30

Job Information
Exemption Status: Exempt

A Brief Overview
The HIPAA Privacy Officer is responsible for the System HIPAA Privacy program and policy implementation consistent with regulatory requirements. This position is responsible for employees, medical staff, and other workforce system wide. Specific duties include the investigation of incidents and occurrences that involve patients, visitors, employees, members of the Medical Staff and Business Associates. Responsible for all Privacy related activities.



Education Qualifications

• Master's Degree Business or a health related field. Required

Experience Qualifications

• 5 years Experience with HIPAA Privacy. Required

What you will do

• Serves as the primary Privacy representative for the organization. Serves as the Privacy representative for the Organization’s Health Plan. Serves as the primary HIPAA contact for patients and families. Serves as the liaison for employees regarding HIPAA policies and procedures.
• Identifies, develops/reviews and implements the organizations privacy procedures.
• Stays current on changes to federal and state Privacy and Security related mandates.
• Assures the health system's Privacy policies and procedures are up to date and enforced. Oversees, directs, delivers, and/or ensures delivery of privacy training and orientation to all employees, volunteers, medical and professional staff, workforce members and applicable business associates and ensures ongoing HIPAA education.
• Provides confidential avenues for privacy complaints and inquiries from within and outside the organization to be received and processed. Administers the process for receiving, documenting, tracking, investigating and taking action on all complaints related to privacy policies and procedures.
• Assists the Chief Compliance Officer with developing a risk-based audit and monitoring plan. Performs ongoing compliance privacy monitoring activities in support of the audit and monitoring plan. Works with Departmental Directors and Employee Relations on employee-specific HIPAA related issues in accordance with existing organizational policies and procedures. Ensures compliance with privacy practices and consistent application of sanctions for failure to comply with privacy policies.
• Identifies, validates and produces documents required for tracking the completion of HIPAA investigations.
• Assists as required with any Information Systems Security investigations. Serves as an ad hoc member to the IT Security Incident Response Team.
• Identifies areas of high risk for active monitoring and auditing with Privacy related issues
• Maintains a comprehensive knowledge base of applicable healthcare regulations, in particular those related to Privacy. Maintains credentials by completing continuing education annually.
• Responds promptly and professionally to customer Privacy questions and concerns.
• Investigates privacy issues in a professional and confidential manner.
• Works closely with the Security Officer in implementing security policies and coordinating those with the privacy policies and program.
• Coordinates the response on all HIPAA related inquiries or complaints. Manages claim reporting to the system's insurers for HIPAA privacy. Serves as a resource to Health Information Management regarding the rights of patients to inspect, amend and restrict access to protected health information when appropriate.
• Coordinates with Chief Compliance Officer and Legal Counsel to respond to Office of Civil Rights or for other governmental inquiries regarding Privacy.
• Maintains Privacy log as required by law. Assists in management of business associate agreements.

Travel Requirements

• 20%

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility
• No Budget Responsibility No Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour
• Carrying: Rarely less than 1 hour
• Climbing (Stairs): Rarely less than 1 hour
• Driving (Automatic): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
• Feeling: Rarely less than 1 hour
• Grasping (Fine Motor): Occasionally 1-3 Hours
• Grasping (Gross Hand): Rarely less than 1 hour
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Lifting: Occasionally 1-3 Hours up to 10 lbs
• Pulling: Occasionally 1-3 Hours up to 10 lbs
• Pushing: Occasionally 1-3 Hours up to 10 lbs
• Reaching (Forward): Rarely less than 1 hour up to 10 lbs
• Reaching (Overhead): Rarely less than 1 hour up to 10 lbs
• Repetitive Motions: Occasionally 1-3 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Occasionally 1-3 Hours
• Talking: Frequently 3-5 Hours
• Walking: Occasionally 1-3 Hours

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.