Demands & Settlement Department Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate etc. Include a section only when posting has real, specific content for it — never emit 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 posting actually states them. We need to extract content: Company Description (maybe not needed as heading? It's not one of the listed headings but could be considered "About the role"? Actually "Company Description" is not listed as a heading we should use; we only use headings from list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly. The posting includes: - Company Description (maybe we can treat as part of About the role? Or we could omit? The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." It doesn't forbid other headings not in list, but says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we should use those headings when appropriate. Probably we should include sections that match content: About the role (the "ABOUT THE ROLE" section). Responsibilities (the "What You'll Own" bullet list). Requirements (the "Qualifications" section). Skills maybe not explicit; but we could include "Skills" if there are skill statements. Benefits: there is "Additional Information Compensation & Benefits" with list of benefits. Pay: there is "Competitive salary commensurate with experience" which is placeholder; we should NOT create Pay section if it's just "commensurate with experience" (filler). So we should not include Pay section. Schedule: there is "On-site. This is an in-office role, Monday through Friday." That's schedule info, specific. So we can include Schedule section. We also have "What Sets a Candidate Apart" maybe could be Skills or Qualifications? Could be additional qualifications. Could be placed under Qualifications or maybe a separate "Skills" section. But we need to avoid filler. The content is substantive: multi-jurisdictional experience, plaintiff/defense, building infrastructure, etc. Those are qualifications/skills. We could include them under Qualifications or maybe a separate "Skills" section. Since we have Qualifications already, we could add those bullet points under Qualifications as well. But Qualifications already has a list; we could extend it. We also have "What Success Looks Like" (first 30 days, 90 days, first year). That could be considered Responsibilities? Or maybe not needed. Could be omitted? It's substantive but not exactly responsibilities; maybe we could treat as part of "About the role" or "Responsibilities". But we have to preserve ALL substantive information; we cannot omit. So we need to include that info somewhere. Could be a separate section like "Expectations" but not in allowed headings. However we could incorporate into "About the role" or "Responsibilities". Probably best to add a subsection under "About the role" as prose. We need to use

  • for any list of duties/requirements/benefits. So for responsibilities list (What You'll Own) we need a
    . For qualifications list we need a
    . For benefits list we need a
    . For schedule maybe just a

    . We need to preserve all substantive information: company description, mission, core values, etc. That is substantive. Where to put? Could be a short

    before sections. Not a heading. That's okay. We must remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. At the end there is EEO statement etc. Remove that. Also remove "JOIN OUR TEAM" and "Apply today..." etc (application instructions). Remove "The Ward Law Group is not accepting unsolicited assistance..." etc (legal). Remove EEO statement. Now craft HTML. Structure:

    Company description paragraph(s). Could be multiple

    but we can combine. Then

    About the role

    with prose summarizing the role (the paragraph after ABOUT THE ROLE). Then maybe include "What Success Looks Like" as prose under same section or separate? Could be separate

    Expectations

    but not allowed. Better to incorporate into About the role as additional paragraphs. Then

    Responsibilities

    with
    of the bullet points under "What You'll Own". Need to capture each bullet. Then

    Qualifications

    with
    combining the required qualifications and "What Sets a Candidate Apart". Could separate into two lists? But we can combine into one list; but we need to preserve all info. We'll make list items for each qualification. Then

    Benefits

    with
    of benefits list. Then

    Schedule

    with

    about on-site Monday-Friday. We should not include Pay section because salary is just "competitive salary commensurate with experience" which is filler. Check for any other sections: maybe "Skills" not needed. Now extract details. Company Description: The paragraph starting "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." We can keep as one or multiple paragraphs. We'll put as

    . About the role: The paragraph after "ABOUT THE ROLE": "The Ward Law Group is looking for a Demands & Settlements Department Manager to lead the team responsible for valuing, negotiating, and resolving our pre-suit personal injury inventory. This is a true management role. You will not be assigned your own pipeline of files — you will be measured by the performance of the negotiators who report to you and by the results your department produces as a whole. We are a structured firm. Our settlements function runs on documented workflows, defined stages, case-level data, and performance standards that are calibrated to how cases actually move — not on arbitrary monthly quotas applied uniformly regardless of treatment posture, policy limits, or jurisdiction. We invest in our infrastructure because we believe it is what allows a department to scale without burning out the people in it. If you have spent your career being told to "settle more cases" without being given the systems, the data, or the authority to make that happen, this is the opposite of that environment. We are looking for someone who wants to build and run a department properly, with the tools and the support to do it." We can keep that as prose. Then "What Success Looks Like" details: First 30 days, First 90 days, First year. We'll incorporate as prose after About the role maybe as separate paragraphs. Now Responsibilities: bullet list under "What You'll Own". Let's extract each bullet: - 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. - 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. - 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. - 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. - Protect the client relationship - Set the standard for how clients are counseled through settlement: clear expectations, realistic