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ESIS provides a full range of sophisticated risk management services, including workers compensation claims handling; a broad spectrum of casualty insurance products, such as general liability, automobile liability, products liability, professional liability, and medical malpractice claims handling; and disability management.
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WHAT WE ARE SEEKING We have assignments available to help our insurance carrier or Third-Party Administrator (TPA) clients in Property & Casualty (P&C) Claims Adjuster or Examiner positions.
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Responsibilities include: Handle General Liability / Bodily Injury, Property, Commercial Auto Liability and/or Physical Damage, Workers Compensation, Inland Marine, Professional / Management Liability, Business Interruption, Liquor Liability, Garage/Garagekeepers Legal Liability, or Umbrella claims.
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Current HIGH DEMAND for licensed Bodily Injury, Professional Liability, Workers Compensation or Medical Malpractice claim experience. At WAHVE , we value significant insurance experience and want to revolutionize the way people think about phasing into retirement by offering qualified candidates the opportunity to continue their career working from home.
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Be part of our dynamic yet virtual team environment and connect with other experienced insurance professionals like yourself! Our unique platform provides you with real work/life balance and allows you to customize your own work schedule while continuing to utilize your insurance expertise in a remote, long-term position which includes company benefits.
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We are passionate and determined about delivering the best customer service, preserving insurance industry knowledge, and making a difference by the work that we do. Put your Insurance Experience to work – FROM HOME.
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ESIS, a multi-line Third-Party Administrator (TPA), provides claims, risk control & loss information systems to Fortune 1000 clients across its North American platform. Reviews and confirms claims professionals have secured the appropriate releases, proofs of loss or compensation agreements and issues company drafts in payments for claims.
$115,000Full-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Set-up claim in claims management system. Utilize your years of insurance industry knowledge. Properly document claims files. Litigation and Subrogation experience highly desired.
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Customize your schedule – full or part time. Review police reports, legal and medical bills, etc. Set Reserves and draft Reservation of Rights letters – preferred. HOW TO GET STARTED Click APPLY NOW to complete our simple preliminary profile.
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Knowledge of insurance industry and claims handling concepts, practices, and procedures. 10 or more years of experience as a claim professional and/or claims management with a high degree of specialized and technical competence in the handling of professional and general liability claims with emphasis on hands-on file and litigation management.
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The Office of Risk Management is a unit in the Division of Finance and Administration, reporting to the Vice President and CFO.Job Summary The Risk Management Claims Specialist, under the supervision and guidance of the Executive Director of Risk Management, assists in the management of the University and affiliates property, liability and workers’ compensation claims and other related risk management claims and processes.
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Completion of the Insurance Education Association's Certificate Series "Worker's Compensation Claims Administration" (WCCA) or "Workers' Compensation Claims Professional" (WCCP) preferred.
$57.28 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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On cases in suit, contacts and directs the activities of Claims Attorney. With operations in 54 countries, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance, and life insurance to a diverse group of clients.
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The company is distinguished by its extensive product and service offerings, broad distribution capabilities, exceptional financial strength, underwriting excellence, superior claims handling expertise and local operations globally.
$99,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our policy is to provide employment, training, compensation, promotion, and other conditions or opportunities of employment, without regard to race, color, religious creed, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental and physical disability, medical condition, genetic information, military and veteran status, age, and pregnancy or any other characteristic protected by law.
$99,000 a yearFull-timeExpandApply NowActive JobUpdated Today
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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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.
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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.