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Healthcare Finance Lead at Berkeley Research Group, LLC

Posted in Nonprofit - Social Services 30+ days ago.

This job brought to you by eQuest

Type: Full-Time
Location: Washington, Washington DC

Job Description:

BRG is a 10-year old fast-growing global full-service boutique consulting firm with more 1,200 professionals spread over 40 offices worldwide. It helps leading organizations in three main areas: disputes and investigations, corporate finance, and strategy and operations. We help clients stay ahead of what’s next in an ever-changing marketplace.   BRG is ranked by Modern Healthcare as the 6th largest Healthcare Management Consulting firm with over $200 million in healthcare revenue in 2018, a position that will only be enhanced by BRG’s acquisition of Prism Healthcare Partners in mid-2019.

The Community Finance Lead (“the Lead”) will be the key finance partner for BRG’s Healthcare practices and their community leaders with respect to a wide variety of accounting, planning and financial management topics associated with the healthcare practices and their matters. This position may be based in Washington DC, Chicago or Emeryville CA.

The Lead will be part of BRG’s finance organization with direct accountability to the head of Financial Planning and Analysis (“FP&A”) with dotted line reporting to the Chief Accounting Officer and the Healthcare community leaders. The Lead will provide close support to the leaders of individual practice groups in the Healthcare community and to other key experts charged with practice financial management.


The Lead will either take the lead on or be heavily involved in all of the following:

  1. Pricing (or providing practice or corporate review of the pricing) of non-standard and complex matters, particularly fixed fee or other complex engagements.

  2. Helping identify non-standard or complex matters at inception to ensure appropriate setup.

  3. Tracking matter status to support the operational management of the matter by the practice unit and engagement team, including the use of independent contractors.

  4. Creating tracking tools, analytics and dashboards to support practice and community management from practice, community, and corporate perspectives.

  5. Regularly maintaining tracking tools, including continuing training of and contact with engagement leaders to foster broad and consistent use of tools.

  6. Regular meetings and review with engagement leadership to discuss progress and document barriers for proactive management and revenue prediction.

  7. Revenue recognition for non-standard and complex matters. While the Lead does not have to be a CPA, the Lead must be able to master and implement revenue recognition concepts with a high level of sophistication, including identifying matters with complex revenue attributes, analyzing matters to isolate and model performance obligations, and creating supporting schedules and worksheets to support revenue recognition throughout the life of the matter under the supervision of the Controllers group.

  8. Regularly refreshing revenue and other financial projections as needed by practices, FP&A and Controllers.

  9. Computing monthly and year-to-date available utilization of staff and report to service line leads.

  10. Enhancing billing and collection processes in Healthcare and supporting complex collection activities.

  11. Supporting practice profitability calculations as utilized in compensation processes.

  12. Budgeting, both operational and corporate.

  13. Supporting community projects, particularly financial management of business development efforts, R&D and conferences that are either large and material or span more than one practice team.

  14. Supporting building cases for and providing other analytical support for practice expansion.


The Lead will require sophisticated abilities to work in a matrix.  The Lead must earn and retain the confidence and respect of practice leaders while working closely and transparently with corporate units to deliver centralized services to the healthcare community, ensure the firm discharges its compliance obligations and to support effective and efficient management of the firm.   

  • CPA, MBA or equivalent advanced degree or credential (for example CFA) preferred.

  • Minimum of 7-10 years of professional financial experience grounded in operationally-focused financial management, which could include planning, analysis, strategy and budgeting roles, business division financial controller experience, or other roles providing close financial support for leadership with P&L responsibilities.

  • Experience in a matrixed environment and/or professional services business (or other project-oriented business reliant on significant revenue-generating individuals) is a significant positive, but not required. Exposure to and understanding of the various components of the U.S. healthcare industry would be helpful, but less directly relevant.

  • Willingness and ability to build complex models and analyses.

  • Excellent communication and written/verbal presentation skills. Able to participate actively in business decisions speaking from an analytical, data-driven and accountability-oriented vantage point.

  • Experience with and solid understanding of US GAAP.

  • Experience must include participation in, understanding of and respect for enterprise control and governance processes.

  • Able to juggle multiple projects and competing requirements, often under deadlines.

Candidate must be able to submit verification of his/her legal right to work in the U.S., without company sponsorship. BRG is an Equal Employment Opportunity/Affirmative Action Employer.

All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)

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