Demands Manager | Personal Injury

We need to output HTML fragment with sections: About the role? Actually we have company description, job description, responsibilities, qualifications, additional info (compensation & benefits). We must not repeat job title heading. Use

for section headings: e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include sections only when posting has real specific content. We have content for: Company Description (maybe "About the firm" but not required heading? Could use "About the role"? Actually "About the role" is not present; we have company description. Could use "About the firm" but not in list. The allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use "About the role" to include company description and position overview? Might be okay. Responsibilities: we have Key Responsibilities. Qualifications: we have REQUIRED QUALIFICATIONS and Preferred Qualifications. Benefits: we have Compensation & Benefits (list). Pay: we have "Competitive salary commensurate with experience" which is vague; we should not create Pay section if only vague "commensurate with experience". The instruction: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. For Benefits, we have specific list: medical, dental & vision, hospital plans, 401(k), life insurance, disability, HSA & DCFSA, EAP, tuition assistance, paid time off and paid holidays. That's specific enough, so we can include Benefits section. Pay: only "Competitive salary commensurate with experience" which is placeholder, so we should NOT create Pay section. Schedule: not mentioned, so omit. We also need to include maybe "Requirements" heading? Could use for required qualifications? But we already have Qualifications heading. The list includes Requirements and Qualifications separate. We could put required qualifications under Requirements and preferred under Qualifications? But we have both required and preferred. Could combine under Qualifications. Safer: Use "Qualifications" heading for both required and preferred. Or we could use "Requirements" for required and "Qualifications" for preferred. The instruction: Prefer a few substantive sections over many thin ones. So maybe just Qualifications section covering both required and preferred. That's fine. We also need to include maybe "Skills"? Not explicitly listed; we could omit. Thus sections: About the role (company description + position overview), Responsibilities, Qualifications, Benefits. We must use

for each section heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must preserve all substantive information, not invent or summarize away detail. Remove boilerplate etc. We need to include the company description paragraphs (the first big block). Also position overview (the Demands Manager owns the pipeline...). That's part of job description. We'll combine under About the role. We need to ensure we don't repeat job title as heading. Not using. We need to not include Job ID etc. We need to remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At the end there is a lot of EEO statement etc. Must remove. Also remove "JOIN OUR TEAM" maybe considered application instructions? It's more of a call to apply; but instruction says remove application instructions. So we should remove "JOIN OUR TEAM At The Ward Law Group, every role contributes to changing lives. If you're looking for an opportunity to grow your litigation career, maximize client recoveries, and work alongside a high-performing legal team, we'd love to hear from you. Apply today and become part of a team committed to excellence, accountability, and changing lives—one client at a time." Also remove the statement about search firms, EEO, immigration etc. All that is boilerplate. Thus we keep only: Company Description, Job Description (position overview, key responsibilities, qualifications, compensation & benefits). Also maybe "Additional Information" heading? But we will put compensation & benefits under Benefits section. Now craft HTML. We'll start with

  About the role

  then

  containing company description and position overview combined? Could split into two

  s: one for company description, one for position overview. That's fine. Then

  Responsibilities

  then
  with each responsibility as
  • . Need to capture all responsibilities from Key Responsibilities section. Let's extract them: - 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 Law18). - 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 we didn't miss any. Also there is a line: "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." This is part of position overview maybe. Could include in About the role paragraph. Now Qualifications section: We'll list required qualifications and preferred qualifications as
    • . Might be long but okay. 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 under627.4137, civil remedy notice practice under624.155, the good-faith obligations that apply to claimants when setting demand deadlines following HB 837, and letter of protection documentation under768.0427. 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. Preferred qualifications: - 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: - Competitive salary commensurate with experience (but we said not to create Pay section; but we can include this sentence in Benefits? It's about compensation; but we already have Benefits section for benefits; maybe we include compensation sentence in Benefits as part of compensation? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. Benefits we have specific list; we can include compensation sentence as part of Benefits? It's still compensation but not a separate Pay section. It's okay to include in Benefits section as a bullet? Might be considered part of compensation but we are not making a Pay heading. We'll include it as a bullet under Benefits. - Professional development and continuing education support - Collaborative, growth-oriented team environment - Medical, dental & vision - Hospital plans - 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available - Life Insurance (Company paid Basic Life and AD&D as well as voluntary Life & AD&D for the employee and dependents) - Company paid short and long-term disability - Health & Dependent Care Spending Accounts (HSA & DCFSA) - Employee Assistance Program - Tuition Assistance - Paid time off and paid holidays We should not include the "Competitive salary commensurate with experience" as a bullet if it's vague? It's still vague but it's actual statement; but we decided not to create Pay section; but we can still include it as a bullet under Benefits? Might be considered compensation detail; but it's still vague. The instruction about Pay section: never create Pay/Schedule/Benefits sections unless the posting actually states them. It didn't say we cannot include compensation details in Benefits section. However the phrase "Competitive salary commensurate with experience" is vague; but it's still stated. I'd include it as a bullet; it's not a placeholder like "not specified". It's a phrase but still vague. Might be okay. Alternatively we could omit that line entirely to avoid risk. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." If we omit that line, we are removing substantive information (the statement about competitive salary). So we should keep it. We'll include it as a bullet under Benefits. Now we need to ensure we don't include any boiler