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Maintain communication with the insurance adjuster, Client and injured worker, and any other persons involved throughout the claim so that everyone is aware of current updates. Ability to oversee Insurance Carrier or Third-Party Administrator (TPA) staff to ensure best practices and contractual compliance.
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In the role of Client Engagement Manager, you will be responsible for developing and maintaining enterprise level engagement with Safety National clients, brokers, and TPA partners for the purpose of ensuring efficient and effective delivery of Safety National Service capabilities.
$103,400 - $177,425 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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As a key member of the Aroris Operations team, the Payer Relations Manager is responsible for maintaining strong relationships and smart negotiations with payers, supporting payer-provider negotiation strategy, and supporting the client success manager in ensuring strong client relationships.
$45,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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The levels of candidates that I place include Plan Administrators, Compliance Specialists, Installation/Implementation Specialists, Service/Enrollment Specialists, Sales (Pension Wholesalers, Direct Sales, DCIO), Client Relationship Managers, ERISA Attorneys, Pension Actuaries as well as Management, Director, VP and C-Level Executive positions.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Minimum of 3 years' experience handling Automobile liability, General Liability, or subrogation, as a claims representative working for either an insurance company or TPA. Ability to negotiate within parameters of client authorization, and file arbitration or refer matters to subrogation counsel when necessary.
$50,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Participate in TPA takeover meetings involving TPAs, insureds, other internal Chubb areas such as Client Services, Funding, and Underwriting. Assist underwriting, premium audit, stat reporting and other groups as needed with questions involving TPA claims data.
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Essential Responsibilities: Job Function 1: Client Service - 70% Manage client relationships (advisor/broker, TPA, wholesaler, plan sponsor, etc.) Alerus Financial Retirement Specialist Excelsior , Minnesota Apply Now Description Position Summary: Establish and maintain relationships with assigned retirement plan clients in order to achieve or exceed client service and retention standards.
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Takes initiative to handle all Account Management activities, including direct client contact, with very little support from the TPA Team Leader. We have openings for full time and part time roles for a Claims Specialist at VantagePoint Benefit Administrators located in Lynbrook, NY. The Claims Specialist will be responsible for managing and handling claims for FSA/TPA/HSA/HRA/COBRA etc., liaising with clients, analyzing claim data, working with insurance providers, and communicating with internal and external stakeholders.
ExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Manage COBRA severances with TPA. Resolve enrollment conflicts and expedite as needed. Follow up with Client Relationship Manager and/or participant(s) as needed. Reporting to the VP, HR, the benefits manager is a senior level individual contributor/functional leader of benefits for the company.
ExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Acts as backup for overflow and/or absent benefits team members to support client needs and deadlines. Assist with the setup and maintenance of client files according to department systems and procedures.
$45,000 - $55,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Knowledge of SQL. Experience working in a data warehouse environment (Artemis Health, Cotiviti, SCIO, Springbuk or any carrier/TPA platforms). Learn more about what makes us different and how you can thrive as a Senior Data Analyst at MMA. Marsh McLennan Agency (MMA) provides business insurance, employee health & benefits, retirement, and private client insurance solutions to organizations and individuals seeking limitless possibilities.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Collaborate with client human resources and benefits professionals and client’s TPA. You will work collaboratively with key client stakeholders, including health, safety, environmental, HR and benefits professionals, as well as working with medical and operational leadership at Medcor.
Full-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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A Retirement Plan Consultant is able to handle client meetings both in person and via phone. FuturePlan is the nations largest third-party administrator (TPA) of retirement plans, partnering with advisors in all 50 states.
ExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Prior exposure to client relationship management and marketing automation software preferred (e.g., Pardot, Salesforce Marketing Cloud, Microsoft Dynamics) The position is responsible for delivering sales enablement, communication and marketing initiatives that assist with business growth, client retention, relationship and brand building.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Reliance Matrix delivers employee benefits, absence management and workforce productivity solutions through the financial stability of a top-rated insurance carrier, the agility and innovative spirit of a Third Party Administrator (TPA), and the daily commitment of thousands of team members across America.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.