Monitors progress of issues and projects

Monitors service levels and assure client commitments are met and/or exceeded

Reports trends to management that issues are being resolved in a manner that follows business and regulatory guidelines provided by the company's accident and health business unit(s)

Refers client to appropriate resolution resource

Evaluates client's business and identify trends

Analyzes reporting to identify problems and trends

Analyzes client's business issues to identify solutions and align appropriate support resources for resolution, and/or move forward with new initiatives

Addresses client's operational issues and concerns

Promotes new products and services to gain more business from existing clients proactively seeking to identify new business opportunities

Coordinates with product, legal, operations, and sales for assigned clients to facilitate resolution of operational issues, including claims and customer service, if they arise

Education

4 year Bachelors Degree (Preferred)

Experience

3 or more years of experience (Preferred)

Supervisory Responsibilities

* This job does not have supervisory duties.

Skills
Customer Centricity, Digital Literacy, Inclusive Leadership, Learning Agility, Results-Oriented

Compensation
Compensation offered for this role is $53,200.00 - 73,150.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. And one where you can impact the future for the greater good.

You'll do all this in a flexible environment that embraces connection and belonging. And with the recognition of several inclusivity and diversity awards, we've proven that Allstate empowers everyone to lead, drive change and give back where they work and live.

Good Hands. Greater Together.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

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For jobs in Los Angeles, please click 'here' for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.

To view the 'EEO is the Law' poster click 'here'. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs

To view the FMLA poster, click 'here'. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.

It is the Company's policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee's ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.