Demands & Settlement Department Manager
The Ward Law Group, PL · Hialeah, FL · 1 mo ago
FinanceFull-time
We need to output HTML fragment with sections: headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these headings.
We have "About the role" section: that's present. So
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Remove boilerplate like EEO etc. Must preserve all substantive info. We need to parse the job posting. Company Description: we can include maybe as a
before sections? Not required but we can include as prose. Job Description: includes ABOUT THE ROLE (that's a heading). Then "What You'll Own" with bullet points (list). Then "Manage through metrics" etc. Could group under Responsibilities? The instruction: use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these headings.
We have "About the role" section: that's present. So About the role
with prose.
Then responsibilities: we have "What You'll Own" bullet list. Also "Manage through metrics", "Oversee valuation and negotiation", "Own the process", "Protect the client relationship". Those are responsibilities. So we can put them under Responsibilities
with a - list.
Qualifications: we have a "Qualifications" heading in the posting. So
Qualifications
with list.
What Sets a Candidate Apart: could be considered "Skills" or maybe "Preferred Qualifications". But we have Skills section possible. We'll treat as Skills.
Additional Information Compensation & Benefits: includes benefits list. So Benefits
with list. Also mention "Competitive salary commensurate with experience" - that's pay info but it's vague "commensurate with experience" which is not specific; we should not create Pay section unless posting actually states them. It says "Competitive salary commensurate with experience" - that's not a specific number or range, it's vague. According to rule: 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. Benefits we have specific list, so we can include Benefits. Pay we should not include because it's just "competitive salary commensurate with experience" which is placeholder. Schedule: they mention "On-site. This is an in-office role, Monday through Friday." That's schedule info (Monday-Friday). That's specific enough? It states schedule: Monday through Friday, in-office. That's not vague. So we can include Schedule section.
Thus sections: About the role, Responsibilities, Qualifications, Skills (What Sets a Candidate Apart), Benefits, Schedule.
We must not include Pay.
We need to preserve all substantive info. Let's extract.
Company Description paragraph(s): we can include as a before sections.
Job Description: ABOUT THE ROLE paragraph: we can put as prose under About the role.
Then "What You'll Own" bullet points: list.
Then "Manage through metrics" bullet points.
Then "Oversee valuation and negotiation" bullet points.
Then "Own the process" bullet points.
Then "Protect the client relationship" bullet points.
We can combine all these bullet points under Responsibilities.
Qualifications: list of bullet points.
What Sets a Candidate Apart: bullet points.
Benefits: list from "Compensation & Benefits": Competitive salary commensurate with experience (but we shouldn't include as pay; but it's part of benefits? It's salary; but we decided not to include Pay section. However the bullet list includes salary statement; we could still include it under Benefits? Might be considered compensation. But rule says never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits we have specific list beyond salary. The salary statement is vague; we could either omit it or include it as part of Benefits but it's still vague. Safer to omit the salary line from Benefits list. Keep other 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.
Schedule: On-site. This is an in-office role, Monday through Friday.
We also have "First 30 days", "First 90 days", "First year" under "What Success Looks Like". That could be considered part of Responsibilities or maybe a separate section like Expectations. But we don't have a heading for that; we could incorporate into Responsibilities as prose. But we should preserve all substantive info. We could add a
Expectations
but not in allowed list. The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings for sections; but we could also add other headings if needed? The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we should use those headings for sections; but not strictly limited? Safer to stick to those. We can incorporate success expectations into Responsibilities or maybe under About the role. Let's put them under Responsibilities as additional bullet points.
Now craft HTML.
We'll start with a
for Company Description.
Then
About the role
with prose from ABOUT THE ROLE.
Then Responsibilities
with containing all bullet points from What You'll Own, Manage through metrics, Oversee valuation and negotiation, Own the process, Protect the client relationship, plus the Success expectations (maybe as separate bullet points).
Then Qualifications
with list.
Then Skills
with list from What Sets a Candidate Apart.
Then Benefits
with list (excluding salary line).
Then Schedule
with prose.
Make sure not to include any boilerplate like EEO etc.
Let's extract exact bullet points.
From What You'll Own:
- Lead and develop the team Directly manage a large settlement negotiators and support team, including hiring, onboarding, training, and performance management.
- Manage through your people rather than around them. Your job is to raise the ceiling of every negotiator on the team, not to absorb the hardest files yourself.
- Conduct structured one-on-ones, file reviews, and coaching sessions on a consistent cadence, with documented follow-up.
- Build individual development plans that move each team member measurably forward on valuation accuracy, negotiation skill, and file velocity.
- Address performance and conduct issues early, directly, and in partnership with Human Resources — including documented corrective action when warranted.
From Manage through metrics:
- Own the department’s key performance indicators: settlement volume, average settlement value, policy-limits capture rate, net client recovery, time in each pre-suit stage, aged-file exposure, demand turnaround, and negotiator-level productivity.
- Set individual and team performance standards that account for jurisdiction, case type, treatment posture, coverage, and liability profile.
- Review pipeline and performance data weekly.
- Diagnose the cause when a number moves — process, staffing, training, intake quality, or medical management — and act on it.
- Report department performance, forecasts, and risks to firm leadership on a regular cadence, with analysis rather than raw numbers.
- Manage aged and stalled inventory deliberately so that files are resolved on their merits and not simply on their age.
From Oversee valuation and negotiation:
- Serve as the final internal authority on case valuation and settlement strategy within your approval limits, and escalate appropriately beyond them.
- Review and approve demand packages, settlement authority requests, and counteroffers for quality, accuracy, and strategy.
- Apply and teach sound valuation methodology across the full range of injury types and procedures — including soft tissue, injections, surgical intervention, and traumatic brain injury — and ensure the team is not undervaluing complex or high-exposure claims.
- Identify bad faith setups, policy-limits opportunities, UM/UIM exposure, and coverage issues early, and coordinate strategy with firm leadership.
- Personally handle or co-handle the department’s highest-exposure and most sensitive negotiations.
From Own the process:
- Maintain and improve the department’s standard operating procedures, checklists, templates, and case-stage definitions so that the work is repeatable and quality does not depend on who is holding the file.
- Partner with medical management on treatment monitoring, records and billing completeness, reductions, and lien resolution so files are demand-ready without unnecessary delay.
- Work closely with intake, case management, and litigation to ensure clean handoffs in both directions and to feed back what the department learns about case quality.
- Make sure every negotiated resolution is documented, compliant, and client-approved, and that disbursement is accurate and timely.
- Bring forward technology, reporting, and workflow improvements — and then implement them, measure them, and keep what works.
From Protect the client relationship:
- Set the standard for how clients are counseled through settlement: clear expectations, realistic valuation conversations, and no surprises at disbursement.
- Ensure the team communicates with clients in their preferred language, with the responsiveness and cultural fluency our client base expects.
- Resolve escalated client concerns personally and use them to identify where the process needs to change.
From What Success Looks Like (First 30 days, First 90 days, First year) we can turn into bullet points:
- First 30 days: Know every file in the department’s inventory by stage, age, and exposure, and know every person on your team — their strengths, their gaps, and their numbers. Audit the existing workflow end to end and identify where files stall and why.
- First 90 days: Individual performance standards are in place for every negotiator, calibrated to their inventory rather than to a flat quota. A consistent cadence of one-on-ones, file reviews, and department reporting is running without prompting. Aged inventory has been triaged and has a documented resolution plan.
- First year: Department settlement value and velocity have improved measurably against baseline, without a decline in net client recovery. Valuation is consistent across the team — two negotiators looking at the same file arrive at substantially the same number. Developed at least one team member into a senior or lead role. Turnover on your team is low and the people on it can articulate exactly what is expected of them.
We'll include these under Responsibilities as bullet points.
Now Qualifications bullet points:
- Seven or more years of progressive experience in personal injury, with substantial time in pre-suit settlement and negotiation.
- Three or more years directly managing a settlements, pre-litigation, or case management team — not managing assistants, and not serving as a senior individual contributor with informal influence. You must have carried responsibility for other people’s results.
- Demonstrated experience managing through metrics. You have set performance standards, tracked them, held people accountable to them, coached underperformers, and made the call when someone was not going to get there.
- Command of case valuation. You can defend a number. You understand medical specials, treatment trajectory, procedure-level valuation, comparative fault, coverage layers, and how venue changes the analysis.
- Bilingual. Fluency in English and Spanish, written and spoken. This is essential to serving our clients and
Qualifications
with list. What Sets a Candidate Apart: could be considered "Skills" or maybe "Preferred Qualifications". But we have Skills section possible. We'll treat as Skills. Additional Information Compensation & Benefits: includes benefits list. SoBenefits
with list. Also mention "Competitive salary commensurate with experience" - that's pay info but it's vague "commensurate with experience" which is not specific; we should not create Pay section unless posting actually states them. It says "Competitive salary commensurate with experience" - that's not a specific number or range, it's vague. According to rule: 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. Benefits we have specific list, so we can include Benefits. Pay we should not include because it's just "competitive salary commensurate with experience" which is placeholder. Schedule: they mention "On-site. This is an in-office role, Monday through Friday." That's schedule info (Monday-Friday). That's specific enough? It states schedule: Monday through Friday, in-office. That's not vague. So we can include Schedule section. Thus sections: About the role, Responsibilities, Qualifications, Skills (What Sets a Candidate Apart), Benefits, Schedule. We must not include Pay. We need to preserve all substantive info. Let's extract. Company Description paragraph(s): we can include as abefore sections. Job Description: ABOUT THE ROLE paragraph: we can put as prose under About the role. Then "What You'll Own" bullet points: list. Then "Manage through metrics" bullet points. Then "Oversee valuation and negotiation" bullet points. Then "Own the process" bullet points. Then "Protect the client relationship" bullet points. We can combine all these bullet points under Responsibilities. Qualifications: list of bullet points. What Sets a Candidate Apart: bullet points. Benefits: list from "Compensation & Benefits": Competitive salary commensurate with experience (but we shouldn't include as pay; but it's part of benefits? It's salary; but we decided not to include Pay section. However the bullet list includes salary statement; we could still include it under Benefits? Might be considered compensation. But rule says never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits we have specific list beyond salary. The salary statement is vague; we could either omit it or include it as part of Benefits but it's still vague. Safer to omit the salary line from Benefits list. Keep other 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. Schedule: On-site. This is an in-office role, Monday through Friday. We also have "First 30 days", "First 90 days", "First year" under "What Success Looks Like". That could be considered part of Responsibilities or maybe a separate section like Expectations. But we don't have a heading for that; we could incorporate into Responsibilities as prose. But we should preserve all substantive info. We could add a
Expectations
but not in allowed list. The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings for sections; but we could also add other headings if needed? The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we should use those headings for sections; but not strictly limited? Safer to stick to those. We can incorporate success expectations into Responsibilities or maybe under About the role. Let's put them under Responsibilities as additional bullet points.
Now craft HTML.
We'll start with a
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we should use those headings for sections; but not strictly limited? Safer to stick to those. We can incorporate success expectations into Responsibilities or maybe under About the role. Let's put them under Responsibilities as additional bullet points. Now craft HTML. We'll start with a
for Company Description. Then
About the role
with prose from ABOUT THE ROLE. ThenResponsibilities
with- containing all bullet points from What You'll Own, Manage through metrics, Oversee valuation and negotiation, Own the process, Protect the client relationship, plus the Success expectations (maybe as separate bullet points).
Then