Senior Benefits Consultant and Regional Leader - Dallas, TX

The combination of perks within this role, Vice President, Team Leader and Strategic Benefits Consultant, is very rare to find in an available position at this level. What makes this role so compelling is the starting point you'll come in at.  You will join this firm as the senior practice leader and be directly responsible for the retention, consulting and maturation of a $3MM-$4MM book of business.  This practice is anchored by large, Fortune 100 accounts that will look to you and your team for guidance on strategy, governance, plan design and advocacy on complex group life and health plans. 
Is this a sales role?  It can be particularly if your strengths are in business development however the fact that the current practice is so large is enough for the firm to recognize a true consultant and managing leader is just as valuable to retention and growth as someone who can originate new business.  The key to successfully taking on this challenge is being experienced, very aware of the self-insured challenges of big corporations and having the emotional intelligence to navigate the waters of retaining and servicing key legacy accounts.

Vice President, Senior Benefits Consultant and Regional Leader Responsibilities:
Serve as the primary point of contact for all of the existing accounts in this practice. As the leader, you'll create and present on solutions and valuable resources the firm can provide to national accounts. You will be an integral part of managing the strategy behind the agency's client service platform. Its important that you offer excellent subject matter expertise regarding plan design for self-funded cases, healthcare reform, compliance and other fiduciary oversight.  Additionally, you know how to pull in the appropriate resources at your disposal from compliance and actuarial to wellness, underwriting and account management.
Take the lead on presentations with clients with clear articulation on the firm's value proposition, contributions and accountability you will oversee to ensure a strong business partnership.  Throughout the yearly cycle be involved in escalated client issues, work with Account Executives to manage project plans and build strong alliances with key insurance company and vendor partners.
Work to develop additional business and bring in additional lines of revenue through various plans, fee based services or simply identifying new clients.  The scope of your platform will be national but with a strong concentration in Texas and the Mid-South.


Vice President, Senior Benefits Consultant and Regional Leader Qualifications:
At least ten (10) years of client relationship management, business development and group health consulting experience within an insurance brokerage. 

History of successfully creating business opportunities through the use of multiple practice disciplines include health and welfare, compensation, communication, integrated wellness programs, qualified plans, voluntary benefits and Human Resources consulting.
Active state insurance license.
Exceptional team leadership skills and strategic plan design and management background. Can quarterback channel partnership for the development of middle market and national business.  Can develop sales and marketing plans as well as lead your Account Executive team with guidance and mentoring.

Please contact Scott Thompson for immediate confidential consideration and additional details. 

Email: sthompson@insurance-csg.com

Phone: 515-216-5455

See our website at www.csgrecruiting.com/jobs for a complete listing of nationwide opportunities.

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Vice President Disability Claims Operations - Chicago, IL, New York, NY, Bridgewater, NJ

My client is a leading global provider of insurance, annuities and employee benefit programs. They currently offer an opportunity to join their organization in a key executive role. This position has overall responsibility for claimant operations and associated service for all of claims within the Disability Claim Centers. The position is accountable for the development and execution of claim strategy, financial metrics, and budget development, expense management, service metrics, headcount, and relationships with all partners.  This newly created position will have overall responsibility for all of Disability Claims (both Group – STD, LTD, TAM – and IDI).  This position could be located in either Chicago, IL; New York, NY or Bridgewater, NJ.

Vice President Disability Claims Operations Responsibilities

Accountable for the overall operational effectiveness of the Disability claims operations with responsibility for approx. 1403 FTE’s, and provides direction Claim Transformation and Operational Efficiency.

Responsible for creating the strategy and providing direction to all aspects of Disability Claims.

Lead organization to high customer satisfaction/NPS results while motivating team to create partnerships.

Accountable for achieving operational metrics as it relates to claim performance and operating effectiveness.

Executes on the operational strategies of the organization to achieve appropriate claim management accuracy and operating results from a quality and productivity perspective.

Responsible for the development and execution of an operational budget.

Partner with and/or Implement Quality Improvement processes into the claim organization for all aspects of the claim process.

Vice President Disability Claims Operations Requirements

Must have demonstrated leadership skills that reflect experiences as a significant change agent and innovator that drive to meaningful change in the operations of the organization, in the areas of operational effectiveness and productivity.

Possess significant disability management experience, including knowledge of other Employee Benefit programs (e.g., Worker’s Compensation, Life Insurance) and relative Federal and State Laws.

Significant experience with claim processes and technology to effectively support the various claim management processes and provide the foundation for service and innovative change.

Exceptional presentation skills required.

Proven ability to manage multiple priorities and possess strong project management skills.

Possess excellent analytical, decision making and problem solving skills.

Please contact Scott Thompson for immediate confidential consideration and additional details. 

Email: sthompson@insurance-csg.com

Phone: 515-216-5455

See our website at www.csgrecruiting.com/jobs for a complete listing of nationwide opportunities.

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The Six Biggest Challenges Faced by Insurance Producers

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Four Skills that Every Account Manager Needs to Succeed

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Benefits Analyst - Detroit, MI

Our client is a regional insurance agency that is poised for growth and considering the addition of a Benefits Analyst in their group benefits division for their upcoming client service needs. The ideal candidate will have a strong understanding of employee benefits, a solid work ethic, and a can-do attitude to provide world class service to clients and prospects.

Benefit Analyst Responsibilities

Perform financial and market analysis relating to plan design and renewals, as well as year-round data reporting of key plan performance parameters for prospective and current clients.

Perform competitive market analyses, including the negotiation of proposed plan designs and rates with insurance carriers.

Prepare comprehensive, objective client proposals that offer both executive summaries and detailed analyses of recommended options for consideration by the client.

Create financial analyses using complex Excel functions.

Present and discuss financial analyses in front of clients.

Benefit Analyst Requirements

2-3 years experience working with group employee benefits, preferably in a retail agency setting.

Familiarity with rating and pricing methodologies for all lines of coverage, especially with BCBS of MI.

Strong math and analytical skills with particular attention to detail.

Senior Consultant, Employee Benefits - Atlanta, GA

Our client is a large, national insurance brokerage looking to expand in their Atlanta location. With recent growth, they have a need for a Senior Consultant in their Employee Benefits division. This is a wonderful opportunity for a strong technical candidate who also has an entrepreneurial spirit and isn't afraid of getting their hands dirty. This is a growth position and will be very demanding, but incredibly rewarding both professionally and financially.

Senior Consultant, Employee Benefits Responsibilities

Act as the primary contact in the consulting capacity to existing clients.

Administer client benefit marketing and renewals, as well as daily service functions.

Develop and manage client book of business and pursue additional revenue opportunities.

Assist in the management of the account service team and act as a resource to the department.
Coordinate and manage the activities of marketing and renewals, recommending measures to improve satisfaction, performance, and cost.

Participate in market meetings, seminars and training programs as directed.

Senior Consultant, Employee Benefits Requirements

Bachelors degree in mathematics, finance, or related field.
8-10 years of experience working with employee benefits, preferably with larger, self-funded clients.


Must possess state Life, Accident, and Health license.

Please contact Scott Thompson for immediate confidential consideration and additional details. 

Email: sthompson@insurance-csg.com

Phone: 515-216-5455

See our website at www.csgrecruiting.com/jobs for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

Get Lucky!  Four Things you can Learn from Daft Punk's Success and Apply to your Career

Peyton Manning's Amazing Comeback and How You Can Apply it to your Career

Learning from Microsoft's Mistakes and Applying it to your Career as a Producer/Salesperson

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Bad Customer Service Experiences

Four Keys to a Great Reference

Three Things that Account Managers Should Do

Employee Benefits Account Manager-Charlotte, NC

Our client's Charlotte operations are anchored by a very strong employee benefits team with a large book of complex middle market business.  The sales team continues to attract self-funded accounts which requires the addition of an experienced client manager who understands plan design, healthcare reform, marketing strategies and can work closely with the clients on daily policy management matters.  This is a tight knit group that prides itself on work/life balance and allowing its account managers to be involved in all facets of the client management process.

Employee Benefits Account Manager Responsibilities:

• Serve as the primary client service point of contact to the insured.
• Answer questions about coverage and pricing, create and execute the renewal cycle, coordinate all renewal marketing and create RFPs.
• Be a resource for producers and client service colleagues concerning markets, coverage issues enrollments and claims.

Employee Benefits Account Manager Qualifications:

• At least five (five) years of group life and health insurance experience as an Account Manager or Account Executive.
• Bachelor's degree is strongly preferred; pursuance of continuing education endorsements are highly desired.
• Large account experience with groups over 100 lives; self-funding and consumer driven health plans is important.
• Knowledgeable with compliance issues- HIPAA, ERISA, COBRA, etc.
• Active state insurance license.

Please contact Scott Thompson for immediate confidential consideration and additional details. 

Email: sthompson@insurance-csg.com

Phone: 515-216-5455

See our website at www.csgrecruiting.com/jobs for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Bad Customer Service Experiences

Four Keys to a Great Reference

Three Things that Account Managers Should Do

Six Interview Tips Part I

Hey Producers! Does your commission split really matter?

Hi there!  It’s been awhile since I've been on here.  I apologize for the delay.  I’m happy to say that things are going terrific here in Iowa.  Ava, my oldest, is in 1^st grade!!!! Mia, my middle one, is in her first year of preschool, and Kai, my baby, is literally running everywhere.  Life is busy here to say the least. 

As many of you know, my specialty is working with people in the insurance agency and broker world.  My area of emphasis within this are producers, account managers and account executives, value added service staff like claims and loss control, and senior management.  As I've been talking to producers lately, I've noticed a trend.  Many of the producers I’m talking to are thinking about their commission split. 

Based on my experience the typical split in the industry is a 30/30 new and renewal split.  From there the percentages go up or down based on resources and company philosophy. 

A great commission split does not mean you'll be swimming in money...

 Additionally, I see three variations on this:

Graduated Split

This is a split that I personally think is the most attractive.  How it works is that the producer’s split increases over improves based on certain trigger points – typically this is either annual new business production or overall book size.  I like this because it rewards long term success.

Unequal Split

The unequal split is a split geared towards rewarding a very specific behavior.  Typically I see this in an organization that values new business production and in it they might offer something like a 40 new 20 renewal split meaning that in order to keep up your level of income you have to keep selling new business. 

50/50 Split or higher

This split is one that many producers crave as they feel like it adequately rewards them.  However, there is a downside to this type of split.  First, in many situations the producer assumes a lot of the expenses which effectively draws the split lower.  Even if this isn't the case the increased splits means that there is less money in the pot for the agency to invest in resources for you to keep growing your book. 

So what does this all mean?  First, I think that it means that there is no magic bullet when it comes to splits.  If there was one that worked better than others then everyone would be using it.  Secondly, I think that it means that in most cases, especially in the unequal or equal split (the graduated split is a different animal that truly can offer you more in my opinion), that I would argue producers typically end up in the same spot.  What I mean by this is that if the baseline is 30/30 any change up or down in most cases reflects investments in resources or staffing.  A really high split might be attractive if you feel you can manage your expenses better than others.  The lower split might be better if you need expensive resources that are easier to swallow with the pooled resources of the entire agency. 

Ultimately, I think that producers spend too much time focused on their splits.  Although there are certain outliers where the splits are unusually low or lucrative, in most cases they are a wash from company to company.  Instead, as a producer you should be looking at if the organization can help you maximize your production and through that your earnings.  After all, a 35/35 split of a $1MM book of business is better than a 50/50 split plus expenses of a $600K book of business.

Have a great week everybody!!!

As always please let me know if you have any questions or comments.  I can be reached by email at sthompson@insurance-csg.com.  I’ll see you then!

Check out some of my recent articles on the blog here:

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Bad Customer Service Experiences

Four Keys to a Great Reference

Three Things that Account Managers Should Do

Six Interview Tips Part I