Subrogation Specialist, Sr. is responsible for subrogation activities including the identification and research of subrogation claims. Assists in the recovery of overpayments. Being a Subrogation Specialist, Sr. coordinates with other departments, insurance representatives and members. Processes subrogation, workers' compensation, and other claims where third-party liability exists. Additionally, Subrogation Specialist, Sr. develops cases resulting from beneficiary or provider-initiated inquiries, internal referrals, personal research, or computer-generated reports. Requires a high school diploma. Typically reports to a supervisor. The Subrogation Specialist, Sr. works independently within established procedures associated with the specific job function. Has gained proficiency in multiple competencies relevant to the job. To be a Subrogation Specialist, Sr. typically requires 3-5 years of related experience. (Copyright 2024 Salary.com)
Responsibilities
Our Talent Acquisition department is a critical part of Shift4’s aggressive growth plans! The Sr. Talent Acquisition Specialist will be a team-oriented individual who utilizes tracking systems to monitor and record recruiting activities, determines eligibility of candidates, creates innovative sourcing strategies, and identifies process improvements to enhance the recruiting process.
In this position, you will primarily handle the internal hiring process from application to offer including, but not limited to: consulting with hiring managers to understand their recruitment needs, posting positions, screening internal candidates, selecting internal candidates, and ensuring an exceptional candidate and manager experience through the entire transfer process. This role will primarily execute talent acquisition strategies around internal mobility. When needed, you will also recruit externally and, therefore, must be comfortable working in a fast-paced environment with evolving and changing priorities. You will be an integral part of a global, industry leading FinTech organization.
Internal Mobility/Internal Recruiting (70%)
External Recruiting (30%)
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