Team Leader Growth Opportunity

Insurance Claims Team Leader – Closed April 2013

Our client specializes in the coordination of specialty auto glass claims. With an entrepreneurial spirit, the company welcomes fresh ideas, values diversity and thrives on creativity. Being entrepreneurial, change is frequent, challenges abound and innovation is constant. Empowering people to take the initiative to serve our customers is one of their core values. Our client is growing and is looking to fill an opening for a Team Leader. This position will be responsible for the daily metrics, training and improvement of our claim process and effectiveness of our claim coordinators. The Insurance Claims Team Leader will be responsible for the achievement of results and delivery of excellent customer service within the Claims Management Center. This is a growth opportunity to build a small call center in Troy, MI.

Key Responsibilities

• Manages and motivates a team of insurance claim representatives to promote a team environment and use of best practices.
• Directs and monitors adequate staffing levels to meet quality and budget standards.
• Develops, implements and measures team and individual performance standards.
• Coaches employees with regard to quality, reliability, accountability, and productivity.
• Manages and satisfies resolution of escalated claims.
• Conducts daily team meetings to discuss current production issues.
• Monitors employee calls and conducts client monitoring and quality assurance collaboration sessions.
• Assists with recruitment and interviewing of claim representatives.

Key Attributes:

• Ability to multi-task and enjoys working in a fast-paced environment.
• Ability to analyze data, recommend and implement a course of action for improved results
• Ability to inspire and motivate team members to work together to achieve desired results.
• Ability to work independently with little supervision.

Key Requirements:

• High School Diploma or GED, Bachelor’s Degree is preferred.
• A minimum of 2 years of call center/customer service team leader experience in an insurance claims, automotive repair, manufacturing or related setting.
• Demonstrated experience analyzing and resolving customer service and client issues.
• Thorough understanding of Call Center Operations, principles and metrics.
• High level of computer literacy including strong Microsoft Excel skills.

Our client will provide a competitive compensation and benefits package to the candidate selected. Interested candidates should submit their resumes via email to Andrea Walz,
Email Andrea at – that is .co not .com

We look forward to your resume submission.

New HR Generalist Opportunity

Professional Opportunity – HR Associate

The HR consulting firm I am collaborating with, Management Impact, LLC is seeking experienced candidates to serve as HR Associates in support of onsite assignments and project work for our varied client base. We are growing quickly and have opportunities for HR professionals who are interested in working with us as independent contractors on projects representing one to four days of work per week.

Key Responsibilities

  • Apply HR knowledge and expertise to support client HR needs.
  • Review and recommend improvements to client HR activities.
  • Define and deliver necessary actions on HR related issues and projects.
  • Advise client regarding HR policies, procedures and compliance to Local, State and Federal employment law.
  • Key Attributes

  • Knowledge and experience in employee relations, conflict resolution, HR Law, and a general understanding of the recruitment process.
  • Orientation towards hands on, yet big picture focus with clients.
  • Building relationships and providing responsive customer service.
  • Highly articulate, personable, and collaborative in nature.
  • Comfortable in an independent, consultative environment.
  • Key Requirements

  • Bachelor’s degree in Human Resources or related degree.
  • Minimum five-year HR experience.
  • PHR or SPHR certification preferred.
  • Advanced user Microsoft Office Suite.
  • Proven business acumen.
  • For further information or to submit your resume contact Management-Impact, Attn: Rowland Austin, by email: All inquiries are treated in a highly confidential manner.

    Coaching is a Must!

    As a leader, coaching and developing others is not optional. You must strive to understand how you can do this and the impact it has on you, the employees, and the organization.

    Enhancing your capacity to foster growth in others is critical to your organization’s competitiveness and effectiveness. “People are key to any organizations success.” “People are out most important asset.” We have all heard these statements, seen them in mission statements. How, as a leader, do we support them? How do we learn how to coach and develop others? When we look at our own time deadlines, constant change and demanding workloads how can we take on coaching and developing others? These are the daily dynamics that make coaching and developing others not so simple. It takes a commitment and belief in others.

    “The growth and development of people is the highest calling of leadership.”
    – John C. Maxwell

    So where do you start? How do you fit coaching in with all your other responsibilities? And with so many different people, different circumstances, how do you know what approach to take?

    The Leadership Coach eCourse is a valuable resource to get any leader started with managing, coaching and developing employees. We share practical strategies for increasing your effectiveness in this necessary skill so you may ultimately develop your people – the people who have the ideas, create your product and services, manage the work flow and satisfy your customers. Our Leadership Coach eCourse series will cover:

    • What is coaching? What is the reward?
    • Why build trust? How do you get people to work with you?
    • How do you inspire and motivate people toward achieving a vision?
    • How do you build your people’s core competencies and bring in new skills?
    • How do you stay on track and promote persistence toward continual learning?
    • What obstacles can you remove and what behaviors can you reward?

    Managers Making Career Changes

    By Susan E. West

    Corporate management positions offer considerable money, benefits and security, but the downside of the corporate lifestyle can drive some managers to head for the nearest exit.

    Managers leave companies for all kinds of reasons: better opportunities elsewhere, burnout, personality conflicts, incompetence, pay ceilings and new challenges. In fact, experts estimate that 70 percent of American workers at big companies are unhappy with their jobs. “Research clearly shows American employees want flexibility in their jobs and more control over their working hours,” says Kathleen Christensen, director of a program sponsored by the Alfred P. Sloan Foundation which examines the work force and working families.

    Tips for Making the Change
    If you’re ready to make a career change, proceed with caution. Changing to a different company, field or industry can be challenging. But you can make the switch without too much difficulty, if you develop a strategy for creating a smooth transition. The goal is to create an effective career-change plan that takes into consideration finances, research, education, and training. Keep in mind that a successful career change can take several months—or even longer. A well-thought-out plan developed with the appropriate tools will provide the confidence to take those first steps.

    Here are some tips from experts to help you make a successful career change that enhances your leadership:

    • Conduct thorough research. Make sure you to evaluate all possibilities before attempting a career jump. Talk with business associates, peruse career and job profiles, and consult with a career management professional. The more information you arm yourself with beforehand, the more successful you’ll be.
    • Choose the right time. The best time to begin considering a new career is when you’re already in another position. Instead of giving up your steady paycheck, you can test a new career possibility by volunteering or offering yourself as a freelancer or consultant.
    • Evaluate your motivation. Just because you’re unhappy in your current job isn’t a good enough reason to make a total career break. Carefully analyze whether it is your actual career you dislike, or simply your organization or immediate supervisor. Evaluate the pros and cons of your current position and your desired position.
    • Determine what’s important. Ask yourself what it is you really want to do with the rest of your life. Take an honest inventory of your likes and dislikes, as well as your skills, values, and personal interests. What is missing now for you? What do you want to accomplish next? You might even consider consulting an executive coach and/or taking a career assessment test.
    • Learn about the industry. To get a feel for the field that interests you, read industry journals, attend conferences, and talk to people in the profession about what they do. Learn whether your target industry has growth potential by researching trade magazines, associations, and Websites.
    • Assess your qualifications. Consider whether you have adequate experience and education to compete as a qualified job candidate in your desired new career field. If not, you might need to postpone your career change while you go back to school or obtain additional training.
    • Boost your marketability. Work with an executive coaching firm, so you will be able to transition to the next position with better management and leadership skills. Also, consider brushing up on the latest technology and techniques pertaining to the new field you’ve chosen.
    • Enhance your network. Nurture professional contacts and friendships regularly. Professional organizations, job industry trade associations and even informal groups are a good place to start.
    • Update your job search skills. It’s essential to brush up on job-hunting skills and techniques before you start your official job search. Make sure you are using your time and resources as effectively as possible.
    • Be patient. Don’t expect to begin at the same level of seniority in your new career that you had in your old one. It will take time to move up the ranks, but when you find a new career that you absolutely love, it will have been worth it.

    Making a career change can be challenging for managers, but it can be done successfully if the right approach is taken and the appropriate planning tools are used. For more information about changing careers, contact Susan West, QuadWest Associates at 800-809-2721 and visit Susan has held many executive leadership positions during her 25 years of business experience. She shares her knowledge and lessons learned through a variety of coaching, leadership workshops, tele-seminars and consulting offered by QuadWest Associates, LLC.