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Friday, April 17, 2015

Claims Adjuster Training Program to start soon...

As the Colorado economy continues to grow the state's employers are adding employees and workloads of their current staff increase. A growing economy is a good thing but a downside is that we see more folks experiencing work-related injuries. Our Claims Representatives are responsible for helping injured workers navigate their benefits through their employer's workers' compensation insurance coverage. We are going to be starting up a training program for entry level Claims Representatives and are looking for candidates interested in beginning, or continuing, an insurance career in this role. 

When I meet with candidates exploring opportunities to begin an insurance career I talk about claims and underwriting as the two things at the heart of what every insurance company does - whether selling pet insurance, life insurance, auto insurance, or property and casualty insurance. Obviously there are many other types of jobs with insurance companies but these are the two major career paths and there are definite differences between them both in terms of the actual work done but also in the unique challenges and job satisfaction they offer. 

Claims is where the rubber hits the road - it's where the risk that was analyzed and forecast by the underwriters actually becomes real. In our world of workers' compensation its where we get to help folks who really need us. No one wants to be injured on the job and its a scary and challenging situation. Our Claims Representatives have to do a lot of education, investigation and consultation with injured workers, policyholders, and medical providers while moving the claim toward a successful outcome. 

If exploring this type of role sounds interesting we'd love to hear from you! Entry level Claims Representatives with no claims experience do need to have a Bachelors degree for these professional positions. For those with existing claims experience we can take that into account in lieu of the formal degree. As always, we ask that candidates please apply via our company website

Thursday, April 9, 2015

On My Own Time Art Show highlights Employee Creativity

One of the pieces from the Young Artist series
The Colorado Business Community for the Arts has been promoting and celebrating workforce creativity for over two decades.  In the last ten years alone, the CBCA has showcased over 3,600 works of art from nearly 2,000 employees at 26 individual companies and agencies. Pinnacol employees have been participating for most of that time and every year its fun to see the more creative side of those we work with on a daily basis. There is even a Young Artist category for the children of employees and their artwork is always among my favorites. This year is no exception with some amazing pieces of art on display from the younger generations. The piece to the right is a great example and I caught myself being mesmerized as I stared at this piece that was done by the daughter of one of our Claims Representatives.

I really enjoy photography and every year there is a great variety of photos taken by our staff. I'm also an avid cyclist so photos of bicycles always catch my attention. I'm not sure where this particular photo was shot but it immediately reminded me of a rainy day in Crested Butte. This photo was taken by one of the folks in our communications team.

Another photo that I enjoyed was taken by another one of our Claims Representatives. These three pieces are just a sample of what was on display. If you work for an employer who
participates in the On Your Own Time Art Show program make sure you take a look at what your fellow employees have done. You'll likely be amazed!

Friday, April 3, 2015

Grand Junction opportunity for Return to Work Consultant!

I've blogged before about our occasional opportunities in our Grand Junction office. Though most of my time is spent in the Denver office I've developed a real sweet spot for Grand Junction and for our staff lucky enough to work on the western slope. It's always amazing how many folks along the front range have never spent time in Grand Junction. If you're one of those, make an effort to visit as it's one great town with lots to see and do. I've even had the chance to take the train (the California Zephyr) from Union Station to Grand Junction which is a spectacular trip but that's a story for a different blog.

Our newest opportunity is for a Return to Work Consultant who will be based out of our Grand Junction office and will service our customers on the western slope from Steamboat Springs down to Durango and points south. Again I'm jealous as these are some of the most beautiful parts of Colorado. Our RTW Consultants provide education & guidance to our policyholders on returning injured workers to the work place.

Successful candidates for this position will have experience in working with employers, identifying modified duty tasks, presenting seminars and or public speaking, development and implementation of modified duty work programs. They must also have a strong customer orientation and desire to work with an organization where exceeding expectations is the norm. The RTW Consultant position does require a BA/BS degree, Masters degree in vocational rehabilitation or counseling, physical or occupational therapy with current certification preferred. If you are interested in this opportunity, please let us know by completing an on-line application via

Wednesday, March 11, 2015

Growing our Learning & Organizational Development group!

We are looking for two Learning and Organizational Development Specialists who will be responsible for the design, delivery and continuous improvement of our training and organizational development programs and who will work in cooperation with subject matter experts throughout Pinnacol Assurance.

Under the direction of our Director of Learning &Organizational Development, these positions will partner with individual departments to identify training/OD needs, discuss program/course design and content, and agree on deliverables. These deliverables include conducting specific training and OD needs assessments to support the design, development and delivery of corporate training/OD programs and strategies, ensuring programs are aligned with business strategies and organizational needs, and designing, delivering and continuously improving training and OD programs and learning opportunities across the organization.

The Learning & Organizational Development Specialists will also provide direction to technical specialists and other company trainers in class design, content presentation, and measurement of results to ensure consistency throughout the organization and will provide "train the trainer" support.

Candidates must bring expertise in the development, administration and delivery of training and OD programs along with expertise in instructional design, assessing training/OD needs and evaluation and measurement of program effectiveness. A Bachelor's Degree in Human Resources, Business, Communications, Organizational Development or a related field along with 5+ years’ experience in developing content and conducting high quality training programs in conjunction with subject matter experts are required. If this sounds like a match for your background we would love to hear from you! As with all candidates we ask that you please complete an application on-line via our company website.

Human Resources Associate Vice President role now open!

Its not often that we have opportunities in our HR team, especially at the AVP level. Our Associate Vice President of Human Resources is as you might imagine a highly visible and critically important role. We are looking for someone who brings extensive and practical knowledge of human resources operations and tools, strong leadership, persuasion and influencing skills, and the ability to work effectively with managers at all levels including senior leadership and board of directors.

The ideal candidate will have very strong consultative, coaching and collaboration skills and the demonstrated ability to develop and implement corporate strategic initiatives. They must also be able to apply strong interpersonal skills to build and leverage strategic internal and external relationships. 

A Bachelors Degree in Business, Human Resources or related field is required with a Graduate degree and/or SHRM credentialing preferred and we are looking for someone with a minimum of five years progressive management experience with deep experience or specialized training in at least one technical aspect of human resources preferred, with broad experience across the remaining human resource disciplines to include: safety/security, strategic staffing, employee relations, payroll, HRIS, benefits, compensation and performance management.

We do ask candidates interested in this key role to please apply online for immediate consideration. 

Friday, March 6, 2015

What attracts employees to Pinnacol Assurance?

After new employees have been with us for two months we meet with them to see how they are assimilating into our company. We talk about their understanding of their role and the expectations of the position, the training they went through and whether they need additional, how they like their job and working at Pinnacol, how well they've been accepted by their team, and a host of other things. We also ask them two additional questions that I think are key - what were the top three things that attracted them to take the position with Pinnacol, and perhaps more importantly, how are we delivering on those attractors.

We've been doing these new employee follow-up meetings for more than 18 years. The two questions about the top attractors were added in 2008 and in the years since the results paint a pretty clear picture about what brings people to our company so I thought I'd share a little about what employees tell us. As the chart indicates, two things are mentioned most frequently as attractors for new employees:

  • Company Culture/Reputation
  • Personal/Professional Growth
Obviously all the items on the list are important aspects of the work environment. More than a third of new employees tell us that things like Work/Life Balance and Benefits were top attractors. We're also aware that the only things that matter to the individual new employee are what their particular top 3 attractors were. 

When it comes to how we are delivering on those attractors average satisfaction runs at 96%, with 80% being "Satisfied" and 100% representing "Very Satisfied". As you might be exploring us as a potential company to work with I thought you might find these results interesting!

Thursday, March 5, 2015

1915 Legislative session anything but quiet

In January 1915 Governor Carlson had introduced what the papers of the time reported as his 'Pet Bill' to institute an Industrial Commission "whose duty it shall be to adjust all industrial disputes." By March the legislature would be weighing the pro's and con's of Carlson's "Industrial Commission and Workmen's Compensation Bill" against other competing bills including one proposed in March 1915 by Senator Cavendish, Republican of Leadville, and Senator Lewis, Democrat of Cripple Creek. Cavendish's  and Lewis's bill would create "a state insurance fund for the benefit of injured employees and the dependents of injured or killed employees." By the end of March this proposed bill would be killed and talk turned to calling "an extra session of the legislature to enact industrial legislation, which has been a failure at the present session."

The art of compromise was as difficult then as it is now, but Senate Democrats who had defeated Governor Carlson's 'Pet Bill' as well were now talking over the possibility of somehow merging the competing bills into one so that "some industrial legislation can be passed before adjournment is taken."