Why is Health Advocate a great place to work? For starters, Health Advocate employees enjoy helping people every single day. Employees are given the training they need to do their jobs well, and they work with supervisors and staff who are supportive and friendly. Employees have room to grow, and many of Health Advocate's supervisors are promoted from within the company. Â Join our award winning team!
2024:
Excellence in Customer Service Awards: Organization of the Year (Small)
Stevie® Awards for Sales & Customer Service: Customer Service Department of the Year – Healthcare, Pharmaceuticals, and Related Industries, Bronze Winner
As part of Teleperformance in the US, we were also named #95 in the 2024 ‘Fortune 100 Best Companies to Work For®’ in the USA by Great Places to Work (GPTW®)
At Health Advocate, we are committed to providing our customers with expertise and services that improve the health, well-being, and productivity of their employees. We are looking for the right person to: Manage multiple teams of EAP care managers to best serve our clients and members.
The appropriate candidate would be responsible for overseeing clinical care management activities, compliance with policies and procedures, the achievement of service metrics, and supporting business processes for teams of Master’s level mental health clinicians who support members with life and emotional health needs as well as partner with client HR and management leaders to provide EAP organizational support.
The right candidate will participate in recruiting and hiring, managing case load and efficiency goals, developing the supervisory and clinical staff, and analyzing and compiling management reports. The development aspect of the role includes evaluating, problem solving and coaching supervisor and employee staff on attainment of clinical and business objectives and expanding the role as Health Advocate continues to grow into new products and markets.
An important factor in this position will be ensuring a productive working relationship with internal personnel for continuous improvement plans both within assigned teams and across other operational units.
Reports to: Director of Employee Assistance program Â
Manages:Â 2-3 supervisors of professional service personnel
Job Responsibilities:
Qualifications
Ability to be flexible and work with and respond to change quickly
Â
Salary- $80,000-$96,000 annually
Company Overview
Health Advocate is the nation’s leading provider of health advocacy, navigation, well-being and integrated benefits programs. For 20 years, Health Advocate has provided expert support to help our members navigate the complexities of healthcare and achieve the best possible health and well-being. Our solutions leverage a unique combination of best-in-class, personalized support with powerful predictive data analytics and a proprietary technology platform to address nearly every clinical, administrative, wellness or behavioral health need. Whether facing common issues or an unprecedented challenge like COVID-19, our team of highly trained, compassionate experts work together to go above and beyond expectations, making healthcare easier for our members and ensuring they get the care they need.
Learn more
Health Advocate https://www.healthadvocate.com/site/
Facebook https://www.facebook.com/healthadvocateinc/
Video https://vimeo.com/386733264/eb447da080
Awards:
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Health Advocate is an Equal Opportunity Employer that does not discriminate on the basis of race, color, sex, age, religion, national origin, citizenship status, military service and veteran status, physical or mental disability, or any other factor not related to job requirements. We respect and value diversity, and are committed to the principles of Equal Employment Opportunity.
VEVRAAÂ Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
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-I.35(c)
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