Special Local Accounts Manager - 000263

Summary

Under the direction of the Regional Sales Director, is responsible for overall management of selected major accounts (i.e. Xerox, University of Rochester). The management of select accounts includes, but is not limited to, the following: acting as health care consultant to the accounts' corporate decision makers on issues regarding benefit design, financial arrangements, administrative procedures and overall service. Will assign and manage staff dedicated to the Select Accounts Unit to assure retention and satisfaction of accounts.

Essential Responsibilities/Accountabilities

• Manages all account management activities for select accounts. Primary responsibility is as a consultant to the select account decision-makers to establish and maintain an appropriate level of benefits, financial arrangements and administrative procedures.

• Oversees all activities relating to enrollment, re-enrollment and contract renewals. Works with relevant internal and external sources to implement procedural changes necessitated by mass enrollments, benefit changes, new products, etc. Ensures compliance and is completely accountable for integration with all internal policies and excels in coordinating communications with various departments (Legal, Finance, Audit) on behalf of the enterprise and customer. Directs and strategizes on cross selling more of the health plan's subsidiaries value added benefits to assigned customer base.

• Oversees select account support staff and the daily operations of the select account unit.

• Account Manager will be a key participant in determining the following:

• Benefit design

• Methods of underwriting, funding and settling health care benefit programs

• Appropriate levels of service and subsequent monitoring to ensure account satisfaction

• Format, content and frequency of account specific reporting to support rating action

• Determining and obtaining regular and special reports.

• Acts as liaison between internal staff, account representative(s) and legal agents to develop and file new or revised contracts.

• Monitors the quality of products and service extended to accounts through meeting surveys, account feedback, etc. Will manage internal staff to continually improve the timeliness and accuracy of research, problem resolution and responses to information requests.

• Reflecting full regard for the Corporate Affirmative Action Program, will provide supervisory services to assigned personnel. Such services include, but are not limited to, selection, placement, training, performance appraisal, and counseling, enforcing rules and regulations, application of approved discipline, monitoring attendance and punctuality and recommendations relative to changes in status.

• Participates in various meetings involving internal and/or external staff including union negotiating sessions, account management meetings, departmental meetings, etc. Will use these meetings, along with other techniques, as a vehicle for keeping accounts informed of benefit changes, system limitations, legal issues, modified payment policies, coverage issues and so forth.

• Keeps abreast of developments germane to the function by participation or attendance at seminars, workshops and professional society meetings, perusal of publications and, as necessary, independent study.

Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values and adhering to the Corporate Code of Conduct, and Leading to the Lifetime Way values and beliefs.

Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.

Maintains knowledge of all relevant legislative and regulatory mandates and ensures that all activities are in compliance with these requirements.

Regular and reliable attendance is expected and required.

Performs other functions as assigned by management.

Minimum Qualifications

• Equivalent to a Bachelor's degree in Business Administration with Marketing major or a B.A. in Liberal Arts or related discipline. • Valid NYS Life, Accident and Health License within six months of employment required. Employees without a license are not eligible for any sales incentive awards or contests. Any sales made while not licensed are not eligible for incentive compensation.• Must have a demonstrated ability to deal effectively and professionally with staff as well as account decision-makers. • Minimum of five years experience in progressive assignments within the Marketing division or comparable experience within the Corporation or another organization involved in group insurance.• Must have sound management ability and excellent communication skills as well as extensive knowledge of insurance industry practices.

Physical Requirements

Ability to independently travel often and on short notice to client sites.

The Lifetime Healthcare Companies aims to attract the best talent from diverse socioeconomic, cultural and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

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)