Account manager: runs the day-to-day and the renewal calendar.
The account manager is the seat you will speak to most. It owns the calendar — renewal dates, filings, notices, enrollment milestones — and the week-to-week work that keeps a benefits program from becoming a series of surprises. Strategy sets the direction; this seat makes sure it actually happens on time.
Somebody has to own the dates. Here, it is a named person.
Almost every benefits failure we see is a date that passed while somebody was busy — and almost all of those dates run off your plan year rather than the calendar year, which is exactly why they get missed.
The Compliance Calendar
Filings, disclosures and employee notices mapped to your plan year, with the reminder arriving before the deadline rather than after it. Annual filings, reporting and the notices tied to enrollment all sit on one schedule. It also carries the dates not tied to enrollment, such as the gag clause attestation due December 31 and the Medicare Part D notice due before October 15, so year-end items are not left to memory.
The Renewal Timeline
What has to be gathered, when the market check goes out, and when decisions have to be made so enrollment is not compressed into a week. Working backwards from your effective date, not forwards from the renewal letter. The timeline also sets the date by which census and plan changes must reach us, since a late census delays every quote that depends on it. Decisions made early leave time for employee communications before enrollment opens.
Open Enrollment
Build, plan and rate entry, communications, sessions and follow-up for the people who did not open the email. Run as a project with a plan, because it is the one week a year every employee forms an opinion. Afterward, the account manager checks that what employees elected is what the carriers and payroll set up, before the first invoice and the first paycheck make an error visible. Employees can also call us for help choosing the plan that fits them.
The unglamorous work that prevents the expensive problems.
Eligibility and Billing
New hires, terminations, life events and the carrier invoice reconciled against what the benefits platform and payroll each believe. Invoices disagree with enrollment more often than anyone expects, and the difference is money. Catching mismatches monthly matters, because carriers limit how far back they will credit a termination reported late. Each one is worked through with the carrier until the correction appears on the bill.
Carrier Follow-Through
ID cards that never arrived, a dependent added and then dropped, a policy change the carrier did not action. Chased to completion rather than reported back to you as an update. Each item is tracked from request to confirmation, with the carrier contact and reference noted, so nothing depends on someone remembering to call again. When the fix affects an employee’s claims, we follow it until the claim is reprocessed.
Document Control
Plan documents, summaries, notices and amendments kept current and in one place — so the version an auditor asks for is the version that exists. That includes the wrap document and Summary Plan Description that tie the insured contracts together, which a carrier certificate does not replace. When plan terms change mid-year, the account manager makes sure the amendment and the required notice to employees go out together.
This is the seat that decides whether your week is quiet.
One Number to Call
You are not triaging between a carrier, a platform vendor and an account rep. The work comes here and gets routed internally. When a question needs a carrier, a vendor or a specialist on our side, the account manager makes that call and keeps the thread until it is answered. Employees get their own route, through customer service and a 24/7 chat, so HR is not the default help desk.
Nothing Waits on One Calendar
Because the account is staffed as a team, an absence does not stop the work. That is the reason we work in service teams of five. Each account is covered by a full team: an account executive, an account manager, a plan analyst, customer service and IT, all working from the same notes and calendar. When one person is out, another already knows where your renewal stands and what was promised.
It Is the Same Person Next Year
Continuity is most of the value in this seat. Somebody who remembers what was decided last year, and why, is worth more than a new introduction. That memory covers why a carrier was left, which contribution change drew complaints and which vendor promise was never kept. It is written down as well as remembered, so it survives any change on either side.
We are hiring account managers.
If you read this page and recognized the job rather than the service, that is worth a conversation. See what working at CFH is like. Remote and work-from-home are an option, and pay is based on experience.
There’s no ladder, just work that gets harder.
Growth on a service team follows what you’re good at and what the account in front of you needs — not a fixed track with named stops.
No Formal Mentor
Nobody is assigned to you. You’re seated near people who’ve carried accounts like these for years, and asking them things is normal, not a program.
No Fixed Track
What you take on next isn’t a checklist of titles to clear — it moves with what you’re already good at and where the team actually needs you.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
Switch to CFH. Unhappy with your broker? Your employees won’t notice. You will. →