Demands Manager | Personal Injury

We need to output HTML fragment with sections only if real content. Use

for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. The posting includes Company Description, Job Description with POSITION OVERVIEW, Key Responsibilities, Qualifications (Required, Preferred), Additional Information (Compensation & Benefits). No explicit Pay or Schedule details. So we should not create Pay or Schedule sections. Benefits: there is a list under Additional Information: Competitive salary commensurate with experience (but that's pay, but it's vague "commensurate with experience" - we should not create Pay section because it's not specific; also it's "Competitive salary commensurate with experience" which is placeholder; we should not include Pay section. Benefits list includes many items: Professional development..., Collaborative..., Medical..., Hospital plans, 401(k), Life Insurance, Company paid short and long-term disability, Health & Dependent Care Spending Accounts, Employee Assistance Program, Tuition Assistance, Paid time off and paid holidays. Those are benefits. So we can create a Benefits section with

• items. We need sections: About the role? Could use Company Description as About the role? The instruction: use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can map: Company Description -> About the role. POSITION OVERVIEW maybe part of About the role or Responsibilities? Probably About the role includes overview. We'll include About the role with company description and position overview combined? But we must not repeat job title as heading. We'll put About the role with company description paragraph and position overview paragraph. Responsibilities: Key Responsibilities. Requirements: maybe Required Qualifications? Actually Requirements could be required qualifications. Qualifications: maybe Preferred Qualifications? But we have both Required and Preferred. Could combine under Qualifications with subheadings? But we only allowed headings from list; we could have Qualifications section containing both required and preferred as lists. Or we could have Requirements for required, Qualifications for preferred. The instruction says use those headings as examples; we can choose which to include based on content. We'll include Requirements (required qualifications) and Qualifications (preferred qualifications). Skills maybe not separate; we could omit. Benefits: as described. We must not include boilerplate like EEO etc. Remove all that. We must preserve all substantive information. So include details: company description paragraphs, position overview, responsibilities bullet list, qualifications required bullet list, qualifications preferred bullet list, benefits bullet list. We must not invent or summarize away detail. Keep specifics like statutes, etc. We need to output only HTML fragment, no /. Use

  headings,

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  • for lists. Let's craft. First, About the role: combine company description and position overview. Company Description paragraph(s): "Join an Award-Winning Personal Injury Law Firm At The Ward Law Group, our mission is simple: Changing Lives. One Client at a Time Recognized as one of the Best Places to Work for consecutive years, we are committed to delivering exceptional legal representation while creating an environment where talented professionals can grow, lead, and make a meaningful impact every day. We believe our people are our greatest asset. We foster a collaborative, innovative, and high-accountability culture where every team member is empowered to make informed decisions, continuously improve, and deliver exceptional results for our clients. Every role contributes directly to helping injured individuals navigate one of the most challenging times in their lives while supporting the continued growth and success of our firm. Our Core Values Faith – We act with integrity, honesty, and purpose in everything we do. Accountability – We take ownership of our work, our commitments, and the results we deliver. Leadership – We lead by example, inspire others, embrace continuous improvement, and develop high-performing teams. Loyalty – We build lasting relationships through trust, respect, and dedication to our clients, teammates, and community. Service to Our Clients – We are committed to delivering compassionate, responsive, and exceptional service that maximizes every client's opportunity for success. Service to Our Teammates – We foster a culture of collaboration, respect, support, and shared success where every team member has the opportunity to grow and thrive. Service to Our Community – We believe in making a positive impact beyond the workplace by serving and strengthening the communities where we live and work. If you are passionate about helping injured clients, thrive in a fast-paced, results-driven environment, and are committed to delivering exceptional client service while continuously growing your career, we invite you to join The Ward Law Group and help us change lives—one client at a time." Then POSITION OVERVIEW paragraph: "The Demands Manager owns the pipeline that turns a completed course of treatment into a complete, accurate, and timely demand package. You will manage the full sequence — ordering medical records and bills, assembling the package, ensuring the demand is written well, routing it for attorney approval, and confirming it goes out inside the required timeframe — across our Florida and New York matters. This role is measured on deadlines. A demand that sits an extra three weeks costs the client leverage and costs the firm cycle time, and the department’s key performance indicators exist to make sure that does not happen. You will own those numbers, report on them, and manage the team to them. To be clear about scope: this position does not carry settlement authority. Case valuation, negotiation, and the decision to accept or reject an offer remain with the assigned attorney. Your job is to make certain that when the attorney makes those decisions, the package in front of them is complete, accurate, and on time." We'll put that as a

    after company description maybe separate. Now Responsibilities: list from Key Responsibilities. Need to capture each bullet. We'll create

    • items for each responsibility. List: - Order and pursue records. Direct the ordering of medical records, itemized bills, and supporting documentation from every treating provider, facility, and imaging center on the file. Chase what is missing. Maintain an active follow-up cadence with providers and records vendors; escalate non-responsive providers rather than letting a file stall. - Verify completeness. Confirm that records and billing are complete and reconciled before a file moves to drafting — no gaps in treatment, no missing ledgers, no unexplained balances. - Manage authorizations. Ensure HIPAA-compliant authorizations are valid, current, and consistent with state records-release requirements (Fla. Stat. 456.057; N.Y. Public Health Law 18). - Own package quality. Set and enforce the standard for what a demand package contains — liability documentation, medical narrative, itemized specials, wage loss, photographs, and supporting exhibits. - Write and edit demands. Draft demands on the most significant files personally, and edit the team’s work so that every package leaving the department reads consistently and accurately. - Maintain the templates. Build and keep current the demand templates, exhibit indexes, and checklists used across both offices. - Reconcile the numbers. Verify that billed amounts, paid amounts, adjustments, and outstanding balances presented in the demand are accurate and tie to the underlying records. - Route for approval. Submit every demand to the assigned attorney for review and obtain documented approval before transmittal. No demand leaves without it. - Close the loop on edits. Incorporate attorney revisions promptly and track rework so recurring issues get fixed at the template or training level. - Send on time. Transmit approved demands within the required timeframe, by the correct method, with proof of delivery documented in the file. - Track response deadlines. Calendar and monitor carrier response deadlines and escalate to the attorney as they approach. - Own the metrics. Be accountable for the department’s KPIs on records turnaround, drafting time, approval cycle, and on-time transmittal. - Report weekly. Produce aging and pipeline reporting for firm leadership; flag at-risk files before they become late files, not after. - Manage capacity. Distribute workload across the team, identify bottlenecks, and adjust assignments to protect deadlines. - Protect statutes and policy deadlines. Maintain the controls that ensure no demand misses a statute of limitations, notice deadline, or policy-required timeframe. - Supervise the team. Lead, train, and evaluate demand writers and records specialists across the Florida and New York pipelines. - Train to the standard. Onboard new team members, run file reviews, and raise the writing quality of the group over time. - Improve the process. Recommend and implement case management system, workflow, and vendor improvements that shorten cycle time. We need to ensure not too long but okay. Now Requirements (Required Qualifications). List: - Bilingual English/Spanish, spoken and written. - Minimum of four (4) years of pre-litigation personal injury experience, including hands-on demand preparation and medical records management. - At least one (1) year of experience supervising, training, or leading a team. - Demonstrated ability to manage a high-volume pipeline against hard deadlines, with metrics to support it. - Strong writing ability — demands that are organized, persuasive, and free of errors, requiring minimal attorney rework. - Ability to read and reconcile medical records, itemized bills, and provider ledgers accurately. - Experience at a high-volume plaintiff personal injury firm handling both Florida and New York matters. - Working knowledge of pre-suit practice in at least one of the two markets, and willingness to learn the other: Florida — PIP and the emergency medical condition determination under Fla. Stat. 627.736, policy limits disclosure requests under 627.4137, civil remedy notice practice under 624.155, the good-faith obligations that apply to claimants when setting demand deadlines following HB 837, and letter of protection documentation under 768.0427. New York — No-Fault practice under 11 NYCRR Part 65, including NF-2 and NF-3 filing deadlines and denial timeframes, and coverage and SUM disclosure practice under Insurance Law 3420. - Proficiency with legal case management software, records retrieval platforms, and spreadsheets. - Meticulous attention to detail and comfort being held to a calendar. Now Qualifications (Preferred Qualifications). List: - Experience building or rebuilding a demands workflow, including template and checklist design. - Familiarity with records retrieval vendors and the economics of outsourcing versus in-house retrieval. - Paralegal certificate or a bachelor’s degree. - Experience reporting operational metrics to firm leadership. Now Benefits section: list items from Additional Information: - Competitive salary commensurate with experience (but that's pay; but we are not making Pay section; we could include as benefit? It's compensation; but we decided not to create Pay section because it's vague. However we could still include it in Benefits? The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." Benefits section is allowed if posting states them. The posting states "Competitive salary commensurate with experience" under Additional Information. That's compensation but it's vague. However it's still a statement about compensation. Should we include it in Benefits? The instruction says "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation (salary) albeit vague. But they said "Prefer a few substantive sections over many thin ones." And "never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". So we should not create a Pay section with that placeholder. For Benefits, we have many concrete items; we can include them. The salary line is placeholder; we could omit it from Benefits because it's not substantive. Better to omit the salary line entirely, as it's not substantive. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The salary line is not substantive (just "competitive salary commensurate with experience") which is placeholder. Should we preserve it? It's information but it's filler. The instruction says never emit a heading followed by filler/placeholder text. It doesn't say