Lead, coach, and develop 3 Team Leaders and the broader Proficiency & Deployment Team to deliver strong hiring and training outcomes.
Own the end-to-end training flex operating model: intake, hiring pipeline, onboarding, training plans, readiness decisions, and deployment timing.
Build a customer-focused culture that supports consistent, high-quality claim outcomes.
Use performance data to manage throughput and quality (e.g., training progress, proficiency signals, deployment readiness, and early performance trends post-deployment).
Partner across Claims Operations, Training, and key stakeholders to prioritize deployments and flex resources as needs shift.
Serve as the primary LTD liaison to L&D—coordinating learning requests and delivery (intake, scheduling, objectives, and follow-through on outcomes) as business needs evolve.
Drive continuous improvement in hiring, onboarding, training, and deployment practices.
Ensure adherence to policies, procedures, and applicable controls while maintaining clear accountability and pace.
Manage multiple priorities in a fast-moving, high-change environment.

Required LTD product experience.
7+ years of operational experience in claims and/or service, including strong contract knowledge and familiarity with standard procedures, policies, and best practices.
Experience leading and managing a service team, including coaching and developing leaders.
Strong written and verbal communication skills.
Strong collaboration and people leadership skills.
Ability to apply critical thinking to influence change in people, processes, or technology to deliver the desired customer experience while maintaining an appropriate sense of urgency.
Continuous improvement mindset and comfort modernizing how work gets done.
Proficiency with standard tools (Windows, Word, Excel, PowerPoint).

Market competitive base salaries, with a yearly bonus potential at every level.
Medical, dental, vision, life insurance, disability insurance.
Paid Time Off (PTO), and leave of absences, such as parental and military leave.
401(k) plan with company match (up to 4%).
Company-funded pension plan.
Wellness Programs including up to $1,600 a year for reimbursement of items purchased to support personal wellbeing needs.
Work/Life Resources to help support topics such as parenting, housing, senior care, finances, pets, legal matters, education, emotional and mental health, and career development.
Education Benefit to help finance traditional college enrollment toward obtaining an approved degree and many accredited certificate programs.
Employee Stock Purchase Plan: Shares can be purchased at 85% of the lower of two prices (Beginning or End of the purchase period), after one year of service.
Eligibility to participate in a discretionary annual incentive program is subject to the rules governing the program, whereby an award, if any, depends on various factors including, without limitation, individual and organizational performance.

Manager, Proficiency & Deployment

Key skills