Benefits work, done properly, for people who stay.
CFH Insurance Consultants has been independent since 2007. We look at the entire benefits program — cost, plan performance, risk and administration — for employers across the country.
You will not be the only person on an account.
For proper coverage of an account we work in service teams of five — an account executive, an account manager, a plan analyst, customer service and IT. It is how clients get continuity, and it is also how people here take a holiday without a hundred emails waiting.
Specialists, not generalists
You own a discipline rather than carrying every part of every account. The analyst analyzes; the account manager runs the cycle.
Real depth available
CPAs and ERISA attorneys are available through the firm, so the hard questions get a proper answer rather than a guess.
Independent
No parent company setting the recommendation. What is right for the client is the whole argument.
The pandemic changed everything.
It changed where people work. It also changed what an employer’s benefits program has to do. Both of those land on this job, and neither one is going back.
of people working in finance and insurance teleworked in June 2026 — the highest rate of any detailed industry the federal government tracks.
of insurance carriers still offer hybrid arrangements. Seven percent expect the majority of their staff in the office every day.
of remote-capable employees say hybrid is the arrangement they want. About half already have it, and a quarter work fully remote.
Sources: U.S. Bureau of Labor Statistics, Current Population Survey, June 2026 · Q1 2026 Insurance Labor Market Study, The Jacobson Group and Aon · Gallup, remote-capable employees, May 2026 and November 2025.
What that means here
We are remote-friendly, and the arrangement is set by the role rather than by a blanket policy. Some of this work is genuinely location-independent. Some of it is not — an on-site enrollment meeting is an on-site enrollment meeting. We will tell you which kind of job you are applying for before you apply, not after.
For proper coverage of an account we work in teams of five: an account executive, an account manager, a plan analyst, customer service and IT. Coverage is the point. Where one person happens to be sitting on a Tuesday has never been what decides whether a client gets an answer.
Resourcing decisions sit with the team, not above it. The people servicing an account decide what technology, software and services they need to do it properly.
What that means for the work
The same shift landed on our clients, and it made benefits harder. An employer whose staff used to sit in one building now has employees spread across several states, and that turns into questions somebody has to answer.
Does the network actually cover an employee three states away. What does the plan document say about eligibility for someone who never comes in. How do you run an open enrollment when nobody is in the break room. What happens to a telehealth benefit that used to be a line item no one read.
That is a real part of the job now — plan design, network analysis, compliance across state lines, and enrollment technology that has to work for someone reading it on a phone at their kitchen table. It is consulting work, not paperwork.
What we are hiring for.
Each listing says what the job actually is, what you need to bring, where it sits, and where the licensing sits. Remote and work-from-home is an option on every one of them, and pay is based on experience.
Account Coordinator, Employee Benefits
Supports the account team across a book of client groups — eligibility processing, enrollment materials, billing audits and carrier paperwork. This is the role we hire unlicensed and license on the job.
You bring: 0–2 years. Benefits exposure preferred, not required — HR, payroll, carrier service and administration backgrounds all transfer. Producer license preferred; we pay for it.
Account Manager — Select
Owns the day-to-day relationship across a high-volume book of small groups. Different work from mid-market, not a junior version of it: the job is speed, volume and real independence on carrier systems.
You bring: 3–5 years in employee benefits and an active Michigan producer license, Accident & Health line, at hire.
Account Manager — Mid-Market
Primary contact for mid-market employer clients. Owns the renewal calendar, the carrier relationships, and the compliance questions HR calls about — ERISA, COBRA, FMLA, 5500s, ACA.
You bring: 2–5 years managing employer group accounts, and an active license in the lines and states the book requires.
Senior Account Manager
Carries our most complex accounts, including self-funded and level-funded arrangements, and mentors the coordinators and analysts working beneath them. The first rung where developing other people is part of the job.
You bring: 5+ years in benefits account management, groups of 250 lives and up, and at least one self-funded client. Active license required.
Account Executive, Employee Benefits
Owns retention and strategy for a book of clients. Faces the C-suite, sets multi-year benefits strategy, reads the large-claim picture, and negotiates program terms directly with carriers.
You bring: 5–10 years in health and welfare benefits, at least five of them at a brokerage or consulting firm, and experience presenting to executives.
Three tracks that run alongside the account ladder.
Not beneath it. These roles carry their own progression, and two of the three take candidates from outside insurance.
Benefits Analyst
Owns the numbers behind every recommendation — funding models, renewal projections, claims deep dives, and the carrier rating illustrations nobody else checks closely enough. Carrier-facing, not a back-office production role.
You bring: 3+ years in benefits analysis or carrier underwriting across 100 to 1,000 lives, fully insured and self-funded. Advanced Excel. No license required.
Benefits Technology Specialist
Builds, tests and maintains every client’s benefits administration site and the eligibility data flowing out of it to carriers and payroll. Configuration and file work both — we do not split them.
You bring: 2–4 years in benefits administration technology. HR technology, payroll and administration backgrounds welcome; you have a year to get licensed.
Employee Benefits Sales Consultant
Builds new business from pipeline through close, then stays on the relationship as the client’s senior advocate while the account team delivers. You will not be servicing what you sell.
You bring: 3+ years in business-to-business sales, ideally benefits or insurance. License obtainable within 90 days — we fund the exam.
How our hiring actually runs.
No black box. Four steps, and you hear from a person at each one.
1. Application
You send a résumé and a short note about the work you want to be doing. Every one is read by a person.
2. Introductory call
Thirty minutes with the person you would report to. What the role really is, and what you are looking for.
3. Working conversation
You meet the people you would sit with. For analytical roles we walk through a real, de-identified scenario together.
4. Offer
References, licensing check, and a written offer. Pay is based on experience and discussed openly before we get there.
Send us your résumé.
Name the role in your note. If nothing above fits and you work in benefits, send it anyway — we open roles as client work grows, and the right résumé sometimes arrives before the posting does.
We may use artificial intelligence (AI) tools to support certain aspects of our hiring process, including reviewing applications, analyzing resumes, evaluating responses, and identifying potential inconsistencies or verification signals in application materials based on available information. These tools are intended to assist our recruitment team and do not replace human judgment. All final hiring decisions are made by human decision-makers. If you would like additional information about how your personal data is processed, please contact us.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
Bloomfield Hills, MI 48304
248.370.8853
Colorado Springs, CO 80921
719.425.2649
Houston, TX 77084
281.404.5670