Account Manager

Under the direction of the Director of Sales, the Account Manager is responsible for renewing and growing existing business to complement PHC’s full product suite including medical, dental and vision plans, COBRA, FSAs, HRAs and HSAs. The account manager must be experienced in the self-funded health care industry, have a full understanding of ERISA, PPACA and Stop Loss Insurance. The Account Manager renews and increases group membership at a profitable margin and performs related work as required or assigned. This is accomplished through telemarketing, attendance at conferences, trade shows and the customers place of business. In addition, the Account Manager also services new and existing customers by answering questions, maintaining ongoing communication and assisting with the implementation process on new accounts as assigned. Servicing clients also means the ability to conduct employee meetings for training about the employer’s plan design; therefore, the ability to speak in front of groups as few as 2 and in excess of 100 is necessary. Bachelor’s Degree is a plus but not required with a minimum of five (5) years prior account management experience, preferably in either managed care, an insurance environment or work with a Third-Party Administrator of self-funded group health plans. Customer service and direct sales experience are both highly desirable. Familiarity with contract negotiation is a plus. Experience in coordinating detailed service related programs is highly recommended, including follow up skills and project management. Word processing, spreadsheet and database skills are necessary. Knowledge of research tools such as use of the Internet and other websites of industry groups such as SIIA, SPBA, HCAA, etc. is mandatory. Telemarketing for the purpose of lead qualification is desired, but not mandatory. Ability to work with details, demonstrated follow through ability, and to work both independently and as part of a team as necessary. Must have the ability to travel as needed.

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)