Settlement Department Team Lead
for each section heading.
We need to include sections only if real specific content.
We have:
- About the role: content under "ABOUT THE ROLE". We'll put that in About the role
then
with the paragraph(s). Might need to split into paragraphs but can keep as one. - Responsibilities: The "WHAT YOU'LL OWN" section includes bullet-like list of duties. We'll make
Responsibilities
then- items.
- Qualifications: The "Qualifications" section includes bullet points. We'll make
Qualifications
then- .
- Additional "WHAT SETS A CANDIDATE APART" and "WHAT SUCCESS LOOKS LIKE" could be considered part of Qualifications or maybe separate sections like "Preferred Qualifications" or "Success Metrics". But we should avoid thin sections. Could combine into Qualifications or maybe a separate "Preferred Qualifications". However instructions: Prefer a few substantive sections over many thin ones. We could incorporate those bullet points into Qualifications as additional items. But they are distinct: "WHAT SETS A CANDIDATE APART" and "WHAT SUCCESS LOOKS LIKE". Might be better to have a section "Preferred Qualifications" for the first, and maybe "Performance Expectations" for success. But that adds sections. However we can incorporate them into Qualifications as sub-bullets; but they are not exactly qualifications but rather desirable experience and success metrics. Could create a section "Additional Information" but that's vague. The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we need to decide.
We have specific content for:
- About the role (yes)
- Responsibilities (WHAT YOU'LL OWN) (yes)
- Qualifications (yes)
- Benefits (Compensation & Benefits) (yes)
- Maybe "WHAT SETS A CANDIDATE APART" could be considered as "Preferred Qualifications" (specific). It's not filler. So we could add a section "Preferred Qualifications". That's okay.
- "WHAT SUCCESS LOOKS LIKE" could be "Performance Expectations" or "Success Metrics". It's specific. Could add a section "Success Expectations". That might be okay.
But we need to avoid many thin sections. However each of those sections has multiple bullet points, so they are substantive.
Thus we could have sections: About the role, Responsibilities, Qualifications, Preferred Qualifications, Success Expectations, Benefits.
Pay: we have only "Competitive salary commensurate with experience" which is placeholder; we should not create Pay section.
Schedule: "On-site. This is an in-office role, Monday through Friday." That's specific schedule info. Should we include a Schedule section? The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. The schedule is specific: in-office, Monday-Friday. So we could add a Schedule section. However they said prefer a few substantive sections over many thin ones. Adding Schedule may be okay.
But we already have many sections; maybe we can combine Schedule into Benefits or Additional Information? But schedule is not benefit. Could add a short
- items. We need to capture 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 counse
under Benefits or under About the role? Probably better to have a Schedule section. Thus final sections: About the role, Responsibilities, Qualifications, Preferred Qualifications, Success Expectations, Benefits, Schedule. We need to strip boilerplate: company description, EEO, legal, etc. Also remove duplicated lines, navigation, cookie, application instructions, etc. Also remove "JOIN OUR TEAM" etc? That's basically a call to action; we should remove application instructions. The "JOIN OUR TEAM" paragraph is basically a call to apply; we should remove it as application instructions. Also remove "The Ward Law Group is not accepting unsolicited assistance..." etc. Also remove EEO statement. We need to preserve all substantive information: company description? 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." The company description at start is maybe considered boilerplate? It's not a minor metadata; it's about the firm. Should we keep it? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." Company description is not those; it's substantive about the firm. However the job posting already includes a company description at top; we might keep it as a
before sections? The instruction didn't say to remove company description. It said to remove boilerplate like cookie/navigation/legal/EEO etc. So we can keep the company description as a
at the start. But we need to ensure we don't include any fluff like "Recognized as one of the Best Places to Work for consecutive years" etc. That's part of company description; it's okay. Thus output: start with a
containing the company description (the first paragraph(s) up to "Job Description"? Actually the company description block ends before "Job Description". We'll capture that. Then sections. Let's extract company description text: "Company Description 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 need to format as
. Might be long but okay. Now sections. About the role: The paragraph after "ABOUT THE ROLE". Let's capture: "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 in
. Responsibilities: The "WHAT YOU'LL OWN" bullet points. Let's list them as