Settlement Department Team Lead

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: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Preserve all substantive info. Include a section only when posting has real specific content for it. Avoid filler like "commensurate with experience" etc. So we need to parse the posting. Company Description: we can include maybe as a

  before sections? Not required but we can include as prose. The instruction: Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to decide which sections have content. From posting: - About the role: there is a section "ABOUT THE ROLE" with description. So we need

  About the role

  then content. - Responsibilities: there is "WHAT YOU'LL OWN" which enumerates responsibilities. So we can map to Responsibilities section. - Requirements: there is "Qualifications" section. Also "WHAT SETS A CANDIDATE APART" maybe additional qualifications/skills. Could be separate Skills? But we can include Qualifications and maybe Skills. - Benefits: there is "COMPENSATION & BENEFITS" with list. So we need Benefits section. - Pay: The posting says "Competitive salary commensurate with experience" which is filler; we should not create Pay section because it's not specific. So omit Pay. - Schedule: there is "On-site. This is an in-office role, Monday through Friday." That's schedule info. So we can include Schedule section. We also have "WHAT SUCCESS LOOKS LIKE" maybe could be considered as expectations but not required; we could include as part of Responsibilities or separate? Probably not needed; we can omit if not matching headings. But we could include as a separate section like "Performance Expectations" but not in allowed list. Better to omit or incorporate into Responsibilities. We must not repeat job title as heading. No Job ID. We must remove boilerplate: The long equal opportunity statement, immigration verification, etc. Also remove "JOIN OUR TEAM" maybe considered boilerplate? It's a call to action but could be considered application instructions; we should remove application instructions. So remove "JOIN OUR TEAM" and following paragraphs about applying, also the statement about search firms, EEO, etc. We need to preserve all substantive information: company description, about the role, responsibilities (what you'll own), qualifications, what sets a candidate apart, what success looks like (maybe we can include as a separate section like "Success Metrics" but not in allowed headings; maybe we can incorporate into Responsibilities or Qualifications). But we need to preserve all substantive info; we can't omit success looks like unless we incorporate elsewhere. Could put under a heading like "What Success Looks Like" but that's not in allowed list; but the instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., implying those are examples but we can use other headings? It says "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should map content to those headings. If there is content that doesn't fit, we could still include as prose under appropriate heading or maybe create a new heading but risk violating instruction. Safer to fit into existing headings. We can put "WHAT SUCCESS LOOKS LIKE" under Responsibilities or maybe under Qualifications as expectations. But better to add a separate section like "Performance Expectations" but not in list; risk. I'd incorporate into Responsibilities as prose. Similarly "WHAT SETS A CANDIDATE APART" could be under Skills or Qualifications. We'll treat as Skills. Thus sections: - About the role (from ABOUT THE ROLE paragraph) - Responsibilities (from WHAT YOU'LL OWN bullet points) - Qualifications (from Qualifications bullet points) - Skills (from WHAT SETS A CANDIDATE APART bullet points) - Benefits (from COMPENSATION & BENEFITS list) - Schedule (from On-site Monday-Friday) We also have company description at top; we can include as a

  before sections. We must not include filler like "competitive salary commensurate with experience" in Benefits? Actually Benefits section includes list of benefits; we should include those. The line "Competitive salary commensurate with experience" is filler; we should omit it. So Benefits section will list the benefits after that line. We need to use

  • for any list of duties/requirements/benefits. So for Responsibilities, Qualifications, Skills, Benefits we need lists. We need to preserve all substantive info; we must not lose details. Let's extract content. Company Description paragraphs: "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 prose

    . Now About the role: The paragraph after "ABOUT THE ROLE". Let's extract: "The Ward Law Group is looking for a Settlement 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'll put that as

    under

    About the role

    . Responsibilities: "WHAT YOU'LL OWN" includes multiple paragraphs each starting with a bold heading? Let's extract bullet points: - 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 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. We need to turn each of these into
  • items. Could be each bullet as a list item; but some have multiple sentences. We'll keep each bullet as an
  • containing the sentences. Thus Responsibilities
    with
    • for each major bullet (Lead and develop the team, Manage through metrics, Oversee valuation and negotiation, Own the process, Protect the client relationship). Inside each