Description
About Milliman and Milliman Advanced Risk Adjusters®, MARA® MARA is one of the healthcare industry’s most highly regarded software products for risk scoring and predictive models. For more than a decade, MARA has helped health plans, at-risk providers and ACOs, governments, community health organizations, third-party administrators and healthcare technology companies do more to understand the health status of the populations they serve. Today, more than 400 leading healthcare organizations have come to rely on MARA for health risk insight and analysis to improve financial and medical management decisions.
MARA is a product group within Milliman, Inc., a global, employee-owned firm providing actuarial consulting, healthcare financing consulting, enterprise risk management, retirement funding and regulatory compliance, data analytics, and business transformation; as well as a wide range of other consulting and technology solutions.
Position Summary
MARA’s Director of Strategic Accounts serves as a relationship manager for major accounts and is a strategic advisor on client applications and uses of the MARA product. This position is a resource to the entire MARA product group, and specifically for MARA Sales and Client Services by collaborating on the establishment of vision and direction for each client engagement to effectively leverage MARA to meet client goals. Participation in developing and executing long term integrated client plans, and identifying and forecasting opportunities is a key responsibility. This position directs resulting business development efforts within major accounts by partnering throughout the organization to help drive innovation and meet client needs and drive growth.
Responsibilities/Duties/Functions/Tasks:
Qualifications
Core Competencies
Qualifications
Education
Required
Preferred
Experience
Required
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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