Prizmatech assists small to mid-size medical practices increase revenue, decrease costs and improve profitability. We believe in treating all of our clients like family. Our core values Passion, Integrity, Transparency, Going Above & Beyond, Innovation, Teamwork, and Continuing to Learn are infused in every aspect of our business including vendor relations. We are a true practice management firm because we literally can assist clients with every aspect of their business.Medical Billing Audit – When is the last time that someone checked that • your fee schedule is current• you are correctly capturing ALL of the work that you do and not missing revenue• primary/ secondary claims are being filed timely and no revenue is being lost due to untimely filing• Claims are effectively and timely appealed• Write offs are minimized• Contracts and credentialing are currentIf you do not know the answer to even one of these questions, do inbox me!Billing & Insurance – We can handle every aspect of insurance billing.• We verify your patients before their office visit so you can collect co-pays and deductibles.• We will contract with third party and insurance companies to maximize your marketing potential with employees and employers.• We create superbills on paper and electronically to make sure that you are capturing coding.• We file your claims, follow up with the clearinghouse, appeal denied claims, file secondary claims, send patient statements, and follow up on unpaid patient balances.Practice Management – let us help you increase revenue, decrease expenses & improve profitabilityDo you need help with any of the following:• Vendor management• Pt experience management

- Designing and implementing the overall recruiting strategy.- Sourcing of candidates using job portals in accordance of the Job description.- Thorough Assessment of candidate’s skill and professional details over telephonic conversation. Interview scheduling & reference check.- Maintain Strict Turn Around Time and adhere to specific requirements. - Understand the job responsibility and formulate work plan.- Sourcing through social media like LinkedIn and Job Portals- Managing the over all outsourced employees working with Etisalat and DU consisting of 1600~ employees on different projects.- Handling salary related issues, leave bonuses, annual benefits and accounts.- Coordination with the PRO for Tawjeeh classes, Visa Stamping/Cancellation, Labor cancellation from MOL for new and existing staff.- Handling the final settlements and warnings of the staff in regards to terminations/resignations.- Managing paid sick leaves of the staff, attendance verification of different projects of Etisalat & DU.

• Designing and implementing the overall recruiting strategy.• Sourcing of candidates using job portals in accordance of the Job description.• Thorough Assessment of candidate’s skill and professional details over telephonic conversation. Interview scheduling & reference check.• Maintain Strict Turn Around Time and adhere to specific requirements. • Understand the job responsibility and formulate work plan.• Sourcing through social media like LinkedIn and Job Portals.

Reporting to Manager Human Resources- Design hiring plans for all hotel departments based on seasonal needs- Interview and assess job candidates- Manage compensation and benefits plans- Oversee employee attendance and working schedules, including paid time off, overtime and breaksOnboard new hires- Organize employee records, like contracts, paying special attention to work permits and visas- Implement employee retention programs (like end-of-season bonuses)- Schedule training for all hotel employees (for example, customer service skills training)- Act as the point of contact when employees have queries or job-related issues- Ensure hotel staff complies with relevant health and safety regulations

Reporting to Head HR- Manage end to end technical and operational recruitment cycle- Consult with line management and provide daily HR guidance- Analyze trends and metrics with the HR department- Resolve complex employee relations issues and address grievances- Work closely with management and employees to improve work relationships, build morale and increase productivity and retention- Provide HR policy guidance- Monitor and report on workforce and succession planning- Identify training needs for teams and individuals- Evaluate training programs- Suggest new HR strategies

Reporting to Senior Manager Human ResourcesRecruitment:- Ensuring legitimacy and fairness in recruitment and selection cycle and facilitate the team in all operational issues.- Liaise with line departments to develop selection criteria, job profiles, and advertisement formats.- Placement of advertisements (internal & External) and Short listing of CVs.- Coordinating & Supporting - End to End Talent Cycle specially in domain of Technical and IT- Develop, implement, and monitor training programs within an organization. - Identify, assess current future training needs and propose training and development programs and objectives. - Create an overall or individualized training material and development plan that addresses needs and expectations - Deploy a wide variety of training methods Manage budgets. - Monitor and evaluate training program s effectiveness, success and ROI periodically and provide reports.

Reporting to Managing Director- Assist in developing and implementing HR strategies, systems, policies and procedures across the organization.- Manage day to day operations of the HR functions and duties.- Conduct initial orientation and administration to newly hired employees (Visa, Immigration, Emirates ID, Medical, MOL, New Joiner Documents).- Provide information and reports on data such as staff turnover, references, cost per hire, etc.- Assist in designing and managing a performance appraisal system.- Assist in maintaining organization staff by establishing a recruiting, testing and interviewing program, assisting Management on candidate selection, conducting and analyzing exit interviews, recommending changes.- Ensure all Job Descriptions are kept up to date, create new ones as and when necessary.- Coordinate with Government Departments and Authorities.- Deal with any performance or grievance issues in a legally compliance and professional way.- Assist in payroll preparation by providing relevant data (absences, bonus, leaves, etc)

Reporting to General Manager Performance Excellence-- Performance Management System- Creation of IPMS handbook, analyzing PMS procedure in detail and defining it in clear and understandable form for Etisalat (Pakistan) Employees.- Managing and recording of all PMS data along with addressing the queries pertaining to PMS activity.- Review and map employee relationships and verify targets/KPIs.- Verification of company wide data for Management & Non-Management Staff & its analysis.- Strategic analysis on the data after PMS for compensation both for Management & Non-Management employees(i.e. ~30,000 employees)- Managing Post PMS queries pertaining to entire Management & Non-Management staff. - Developed PMS Appraisal Feedback form on Employee Personal Page (EPP) for entire ------ Management Staff for Communication purposes.- Building relationship with departments to ensure timely submission of appraisal forms-- HR Policy Manual- Developed a comprehensive & simplified document of uniform policies applicable to all Etisalat (Pakistan) employees. Moreover separated policies from Procedures and performed comparative analysis of related policies with other Telco, and Multi-National Companies and incorporated their best practices, considering Etisalat environment.-- Job Description Formulation- Improved the quality of JDs by using advance and comprehensive format, content standardization, establishing job families for almost ~ 600 jobs across the company. -- Career Management Framework- Develop Functional Competencies of all departments of PTCL- Develop Levels for Functional Competencies (Beginner, Expert and Mastery)- Relate it with the IPMS (Integrated Performance Management System)