Workers’ Compensation Injury Counselor

Risk Management is looking for an experienced Workers' Compensation Injury Counselor to be responsible for the handling and oversight of complex claims as a result of Team Member on the job injuries. Under the direction of the Director of Risk Management and Workers’ Compensation Program Lead, the successful candidate will coordinate all related activity with local team management, the Third-Party Administrator, medical case management (when appropriate), and outside counsel (when necessary) in bringing each Workers’ Comp claim to its best possible resolution. Assist, support and guide injured Team members through the workers’ compensation claims process, addressing questions as needed. Promptly and thoroughly investigate newly reported work-related injuries to determine compensability. Ensure injured Team members receive the appropriate medical care throughout the claims process. Maintain accurate, current records for each claim, incident details, and financial information. Maintain appropriate levels of communication with all parties involved. Coordinate with facility managers and U-Haul executive management to facilitate Return to Work when feasible and appropriate. Manage all key components (including medical, indemnity, legal) of each claim to ensure optimum handling and best possible solution. Coordinate settlement negotiations. Coordinate activities with vendor partners (MSAs, surveillance, diagnostic testing, subrogation, etc.). Assist with bill/invoice review (review, reconciliation, submittal). Assist WC Program Lead with mentoring/training other Injury Counselors as necessary. Requirements: In-depth knowledge of Workers’ Compensation claims handling process, and a minimum of two years’ experience in managing Indemnity claims, and/or serving as liaison between injured workers and insurance professionals. Proficiency in managing expectations from business partners such as attorneys, claims adjusters, and vendors. Proficiency in the determination of injury claim values based on available medical and legal factors. Ability to work under pressure and meet deadlines. Successful candidates will have proven successful track record of being hard-hitting, enthusiastic individuals who accomplish goals in a fast-paced work environment. Superb verbal and written communication and organization skills Teamwork and desire to help people Strong aptitude for technology U-Haul is an equal opportunity employer. All applications for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state, or local law. Individual accommodations are available on requests for applicants taking part in all aspects of the selection process. Information obtained during this process will only be shared on a need to know basis. 2727 N Central Ave Phoenix, Arizona 85004 Full-Time R231767 About Us

Since 1945, U-Haul has been serving do-it-yourself movers and their households. Like many other successful ventures, the concept for U-Haul was generated out of need. After World War II, there existed the widespread need for do-it-yourself moving equipment that would be available on a one-way, nationwide basis. U-Haul co-founders L.S. "Sam" Shoen and his wife, Anna Mary Carty Shoen, recognized that need and acted upon it. Their visionary approach spread the cost of ownership among many users, facilitating the mobility of the populations of the U.S. and Canada. The covered wagon of the pioneers morphed into orange U-Haul trailers. In the process, an industry was born. U-Haul Holding Company and its family of companies, including U-Haul, have strived to create a culture of health and wellness. As of February 1, 2020, and consistent with applicable law, no U-Haul Holding Company or its family of companies will hire individuals in states where it may lawfully decline to hire individuals who use nicotine products (Alabama, Alaska, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Iowa, Kansas, Maryland, Massachusetts, Michigan, Nebraska, Pennsylvania, Texas, Utah, Vermont, Virginia and Washington). This policy will not apply to team members hired before February 1, 2020.

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