Professional development director job description
Updated March 14, 2024
12 min read
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Example professional development director requirements on a job description
Professional development director requirements can be divided into technical requirements and required soft skills. The lists below show the most common requirements included in professional development director job postings.
Sample professional development director requirements
- Bachelor's degree in education, human resources, or related field.
- Minimum of 5 years professional development experience.
- Ability to travel up to 25% of the time.
- Experience in the design and implementation of training programs.
- Knowledge of performance evaluation methods.
Sample required professional development director soft skills
- Excellent communication and interpersonal skills.
- Strong organizational and problem-solving skills.
- Ability to multi-task in a fast-paced environment.
- Ability to prioritize tasks and manage time effectively.
- Commitment to customer service excellence.
Professional development director job description example 1
Perkins Coie professional development director job description
At Perkins Coie, we look for individuals who are self-motivated, dedicated to providing value and superior services and, above all, have a high degree of integrity and enthusiasm for their work. We've created a culture that is based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work for one of the 100 Best Workplaces in America, get great health insurance, tuition reimbursement, your birthday off, and paid sabbaticals.
GENERAL PURPOSE
Provide leadership in strategic planning, implementation and management of all areas related to attorney training, development, evaluation, advancement and promotion, and performance management.
ESSENTIAL FUNCTIONS
These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation.
Create, oversee and measure a talent development strategy for our attorney populations.Provide leadership in strategic planning, implementation and management of all areas related to attorney training, development, evaluation, advancement and promotion, and performance management for associates, counsel, senior counsel, partners and others.Develop competencies focused on legal skills and experience based on practice area and seniority as well as professional skills such as leadership and business development. Design training curriculum aligned with these competencies. Identify and implement best practices in delivering training curriculum.Develop and produce training programs for firm retreats including the annual first-year associate, new counsel and new partner retreats as well as, where appropriate, training programs for practice group and subgroup retreats and retreats for women attorneys and diverse attorneys. Oversee and direct special programs including NITA deposition and trial advocacy programs, extended business development coaching programs for select partners and counsel, and Kellogg leadership program for firm leaders.Develop and deliver training in areas of expertise where appropriate.Oversee the evaluation and promotion processes for all non-partner attorneys, including the work of the firm evaluation and promotion committees. Oversee performance management processes and matters related to the evaluation process.Collaborate practice group talent advisors to identify critical training and development needs and other resources. Collaborate with staff training and development team to leverage resources and create efficiencies.Develop and implement strategies to build and maintain a culture of feedback, mentoring and coaching. Provide direction and oversight for formal mentoring programs.Oversee integration processes and initiatives for newly hired attorneys including entry-level and lateral attorney hires. Collaborate with legal recruiting team and Talent Advisors to ensure best practices in integration.Oversee and manage individual coaching engagements and evaluate outcomes and value of coaching engagements generally.Identify preferred external providers for training and coaching services, oversee engagements with those providers, and maintain professional relationships and network with those providers.Develop and apply metrics to evaluate the efficacy of all attorney training and development programs and initiatives.Oversee CLE accreditation, compliance and tracking processes.Oversee and evaluate current technology tools and systems and potential technology solutions related to attorney training, development, evaluation, advancement and promotion, and performance management including, e.g., vi Global's evaluation and real-time feedback tools, Panopto and CE manager. Oversee subscriptions for PLI and WestLegalEd.Direct and facilitate the work of the firm's Attorney Development Committee.Oversee development of annual budget for attorney training and develop programs, initiatives and resources.Perform other duties as assigned.Be present at work during regularly scheduled working hours and as needed in the position, consistent with the Firm's attendance expectations.This position requires travel.
SPECIFIC SKILLS REQUIRED
Solid understanding of the intricacies of large organizations, preferably a large law firm; ability to work effectively in a highly complex matrixed organization and ability to build consensus across functions and departments. Strong customer service skills with extensive experience in training and development functions across a large geographically dispersed professional services organization. A proven track record of initiating and leading change. Experience with persuading leaders of the importance of a competency model and development of the same. Excellent written and verbal communications skills conveying confidence and credibility to multiple constituencies. Ability to analyze and summarize data, develop budgets and manage budgets effectively.
EDUCATION AND EXPERIENCE
Ten or more years of experience in all aspects of attorney training and professional development, specifically including development of competencies and curriculum; delivery of training and related technology; feedback, mentoring and coaching; and evaluations and performance management. The ideal candidate would have either a JD or an MA or PhD in Organizational Development, or in a related discipline. Previous Human Resources experience desired.
This position may be filled in Colorado or New York. These ranges are specific to Colorado and New York, depending on qualification and experience and may not be applicable to other locations. Colorado compensation range: $177,890 to $320,240 annually, New York compensation range: $206,420 to $371,59 annually. Perkins Coie may provide a discretionary bonus annually and information regarding benefits can be found here.
GENERAL PURPOSE
Provide leadership in strategic planning, implementation and management of all areas related to attorney training, development, evaluation, advancement and promotion, and performance management.
ESSENTIAL FUNCTIONS
These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation.
Create, oversee and measure a talent development strategy for our attorney populations.Provide leadership in strategic planning, implementation and management of all areas related to attorney training, development, evaluation, advancement and promotion, and performance management for associates, counsel, senior counsel, partners and others.Develop competencies focused on legal skills and experience based on practice area and seniority as well as professional skills such as leadership and business development. Design training curriculum aligned with these competencies. Identify and implement best practices in delivering training curriculum.Develop and produce training programs for firm retreats including the annual first-year associate, new counsel and new partner retreats as well as, where appropriate, training programs for practice group and subgroup retreats and retreats for women attorneys and diverse attorneys. Oversee and direct special programs including NITA deposition and trial advocacy programs, extended business development coaching programs for select partners and counsel, and Kellogg leadership program for firm leaders.Develop and deliver training in areas of expertise where appropriate.Oversee the evaluation and promotion processes for all non-partner attorneys, including the work of the firm evaluation and promotion committees. Oversee performance management processes and matters related to the evaluation process.Collaborate practice group talent advisors to identify critical training and development needs and other resources. Collaborate with staff training and development team to leverage resources and create efficiencies.Develop and implement strategies to build and maintain a culture of feedback, mentoring and coaching. Provide direction and oversight for formal mentoring programs.Oversee integration processes and initiatives for newly hired attorneys including entry-level and lateral attorney hires. Collaborate with legal recruiting team and Talent Advisors to ensure best practices in integration.Oversee and manage individual coaching engagements and evaluate outcomes and value of coaching engagements generally.Identify preferred external providers for training and coaching services, oversee engagements with those providers, and maintain professional relationships and network with those providers.Develop and apply metrics to evaluate the efficacy of all attorney training and development programs and initiatives.Oversee CLE accreditation, compliance and tracking processes.Oversee and evaluate current technology tools and systems and potential technology solutions related to attorney training, development, evaluation, advancement and promotion, and performance management including, e.g., vi Global's evaluation and real-time feedback tools, Panopto and CE manager. Oversee subscriptions for PLI and WestLegalEd.Direct and facilitate the work of the firm's Attorney Development Committee.Oversee development of annual budget for attorney training and develop programs, initiatives and resources.Perform other duties as assigned.Be present at work during regularly scheduled working hours and as needed in the position, consistent with the Firm's attendance expectations.This position requires travel.
SPECIFIC SKILLS REQUIRED
Solid understanding of the intricacies of large organizations, preferably a large law firm; ability to work effectively in a highly complex matrixed organization and ability to build consensus across functions and departments. Strong customer service skills with extensive experience in training and development functions across a large geographically dispersed professional services organization. A proven track record of initiating and leading change. Experience with persuading leaders of the importance of a competency model and development of the same. Excellent written and verbal communications skills conveying confidence and credibility to multiple constituencies. Ability to analyze and summarize data, develop budgets and manage budgets effectively.
EDUCATION AND EXPERIENCE
Ten or more years of experience in all aspects of attorney training and professional development, specifically including development of competencies and curriculum; delivery of training and related technology; feedback, mentoring and coaching; and evaluations and performance management. The ideal candidate would have either a JD or an MA or PhD in Organizational Development, or in a related discipline. Previous Human Resources experience desired.
This position may be filled in Colorado or New York. These ranges are specific to Colorado and New York, depending on qualification and experience and may not be applicable to other locations. Colorado compensation range: $177,890 to $320,240 annually, New York compensation range: $206,420 to $371,59 annually. Perkins Coie may provide a discretionary bonus annually and information regarding benefits can be found here.
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Professional development director job description example 2
Tufts Medical Center professional development director job description
The Professional Development Director, utilizing innovative and flexible solutions, evidence-based practice, and practice-based evidence, is responsible for establishing an environment that facilitates professional growth, role competence and proficiency in their specialty. The Manager is accountable for the achievement of professional and clinical outcomes for all assigned staff and or patient populations.
In collaboration with the Clinical Nursing Director, the professional development manager is responsible for the interview and selection of unit staff (professional and technical). For the first 6 months to one year, based upon advancement with competencies, all staff newly hired will have a direct reporting relationship with the professional development manager. This will facilitate continuous performance feedback for the new hires during the initial orientation phase and pivotal first year of practice; ensuring successful professional enculturation and specialty nursing advancement and performance.
The Clinical Nursing Director, the Professional Development Director and the Nurse Executive team, collaborate closely as the nursing leadership team with the Professional Development Manager serving as the accountable role for staff competence and outcomes that provide excellence in patient safety and quality, create a culture of safety and lead the development of nursing practice.
The overall outcome of professional development is the acquisition of knowledge, skills, and attitudes that translate into practice and contribute to the safety of patients/families and provision of quality care. In addition to acquisition of knowledge, skills and attitude, specialty excellence includes the evaluation and measurement of current clinical knowledge, proficiency of technical skills, application of critical thinking and performance by each member of the nursing team. The Professional Development Manager leads the development of these measures and methods and evaluation of staff performance and practice outcomes.
II. PRINCIPAL DUTIES AND ESSENTIAL FUNCTIONS:
To guide and mentor nurses in their development toward professional experts who represent the profession
To select and hire professional and technical staff for the specialty practice
Develop measure and methods for the evaluation of staff performance and their practice outcomes
To provide and facilitate continuous performance feedback in order to advance nurses and techs knowledge, skill and practice
To support development and utilization of other care team members
To ensure evidence-based standards of care are being practiced clinically
To provide consultation in the delivery of care that inspires excellence in knowledge, skill, and leadership at the bedside.
Orientation:
Develops, coordinates, facilitates, conducts, and evaluates orientation programs and innovative learning approaches for staff
Partners in developing recruiting strategy plans, interviewing and hiring new positions within scope of designated patient population(s)
Responsible for facilitation of all aspects of on boarding progression and specialty enculturation, including counseling and separation recommendations when required Provides performance feedback including active participation in the annual performance appraisal.
Competency Program:
Develops, coordinates, facilitates, conducts, and evaluates competency programs for all staff
Ensures staff competency
Achieves successful outcomes by utilizing innovative and flexible methodologies.
Monitors and ensures excellence in the clinical practice of nursing and the delivery of patient care within the assigned practice area(s)
Provides continuous substantive performance feedback for all staff and during the orientation phase and for 6 months to one year is primary author of performance appraisal for new staff
Accountable for competence achievement of staff through planning, collaboration, coaching and counseling
Recommends, initiates, provides, and documents formal discipline. When necessary recommends additional discipline in collaboration with Clinical Nursing Director
In-service Education:
Develops, coordinates, facilitates, conducts, and evaluates in-service programs for all staff in assigned practice area(s).
Continuing Education:
Identifies through needs assessment, continuing education opportunities that augment knowledge, skills, and attitudes of all nursing staff
Demonstrates proficiency in identifying continuing education offerings that are provider directed, learner directed, and learner paced (ANA 2009)
Creates, manages, implements, coordinates, and evaluates continuing education.
Career Development and Role Transition:
For new staff, guides process of goal setting and evaluation of progression against goals
For all staff, participates in annual individual goal setting or action plan development
Identifies preceptors within specialty practice and provides guidance and mentorship in development of preceptor role
Serves as a mentor and facilitates the mentorship of others
Provides guidance and support for professional presentations by specialty practice staff nurses at national conferences or publications
Guides and mentors staff in career development, role transition, and succession planning
May counsel others and coordinate, facilitate, conduct, and evaluate activities that promote career development and role transition.
Research and Scholarship:
Conducts, encourages, disseminates, and/or participates in research and scholarship, including oral or poster presentations and publications.
Academic Partnerships:
May serve as an academic liaison and/or adjunct faculty
May teach, coordinate, and/or advise other learners concerning academic education and scholarly activity
May facilitate programming, consultation or teach within organizational affiliate structure.
Outcomes Management:
In collaboration with the interdisciplinary team:
Ensures excellence in outcomes for all quality, safety, patient experience metrics and regulatory requirements
Leads and builds the capacity of the staff and interdisciplinary team(s) for excellence in all aspects of their performance and outcomes
Expert in change management, innovation and systems thinking and planning
Leadership:
Serves as a highly visible leader and role model in the development/attainment of hospital and unit service line mission and goals
Embraces the concept of change and leads staff through the change process as evidenced by adoption of new behaviors and/or processes.
In collaboration with the Clinical Nursing Director, the professional development manager is responsible for the interview and selection of unit staff (professional and technical). For the first 6 months to one year, based upon advancement with competencies, all staff newly hired will have a direct reporting relationship with the professional development manager. This will facilitate continuous performance feedback for the new hires during the initial orientation phase and pivotal first year of practice; ensuring successful professional enculturation and specialty nursing advancement and performance.
The Clinical Nursing Director, the Professional Development Director and the Nurse Executive team, collaborate closely as the nursing leadership team with the Professional Development Manager serving as the accountable role for staff competence and outcomes that provide excellence in patient safety and quality, create a culture of safety and lead the development of nursing practice.
The overall outcome of professional development is the acquisition of knowledge, skills, and attitudes that translate into practice and contribute to the safety of patients/families and provision of quality care. In addition to acquisition of knowledge, skills and attitude, specialty excellence includes the evaluation and measurement of current clinical knowledge, proficiency of technical skills, application of critical thinking and performance by each member of the nursing team. The Professional Development Manager leads the development of these measures and methods and evaluation of staff performance and practice outcomes.
II. PRINCIPAL DUTIES AND ESSENTIAL FUNCTIONS:
To guide and mentor nurses in their development toward professional experts who represent the profession
To select and hire professional and technical staff for the specialty practice
Develop measure and methods for the evaluation of staff performance and their practice outcomes
To provide and facilitate continuous performance feedback in order to advance nurses and techs knowledge, skill and practice
To support development and utilization of other care team members
To ensure evidence-based standards of care are being practiced clinically
To provide consultation in the delivery of care that inspires excellence in knowledge, skill, and leadership at the bedside.
Orientation:
Develops, coordinates, facilitates, conducts, and evaluates orientation programs and innovative learning approaches for staff
Partners in developing recruiting strategy plans, interviewing and hiring new positions within scope of designated patient population(s)
Responsible for facilitation of all aspects of on boarding progression and specialty enculturation, including counseling and separation recommendations when required Provides performance feedback including active participation in the annual performance appraisal.
Competency Program:
Develops, coordinates, facilitates, conducts, and evaluates competency programs for all staff
Ensures staff competency
Achieves successful outcomes by utilizing innovative and flexible methodologies.
Monitors and ensures excellence in the clinical practice of nursing and the delivery of patient care within the assigned practice area(s)
Provides continuous substantive performance feedback for all staff and during the orientation phase and for 6 months to one year is primary author of performance appraisal for new staff
Accountable for competence achievement of staff through planning, collaboration, coaching and counseling
Recommends, initiates, provides, and documents formal discipline. When necessary recommends additional discipline in collaboration with Clinical Nursing Director
In-service Education:
Develops, coordinates, facilitates, conducts, and evaluates in-service programs for all staff in assigned practice area(s).
Continuing Education:
Identifies through needs assessment, continuing education opportunities that augment knowledge, skills, and attitudes of all nursing staff
Demonstrates proficiency in identifying continuing education offerings that are provider directed, learner directed, and learner paced (ANA 2009)
Creates, manages, implements, coordinates, and evaluates continuing education.
Career Development and Role Transition:
For new staff, guides process of goal setting and evaluation of progression against goals
For all staff, participates in annual individual goal setting or action plan development
Identifies preceptors within specialty practice and provides guidance and mentorship in development of preceptor role
Serves as a mentor and facilitates the mentorship of others
Provides guidance and support for professional presentations by specialty practice staff nurses at national conferences or publications
Guides and mentors staff in career development, role transition, and succession planning
May counsel others and coordinate, facilitate, conduct, and evaluate activities that promote career development and role transition.
Research and Scholarship:
Conducts, encourages, disseminates, and/or participates in research and scholarship, including oral or poster presentations and publications.
Academic Partnerships:
May serve as an academic liaison and/or adjunct faculty
May teach, coordinate, and/or advise other learners concerning academic education and scholarly activity
May facilitate programming, consultation or teach within organizational affiliate structure.
Outcomes Management:
In collaboration with the interdisciplinary team:
Ensures excellence in outcomes for all quality, safety, patient experience metrics and regulatory requirements
Leads and builds the capacity of the staff and interdisciplinary team(s) for excellence in all aspects of their performance and outcomes
Expert in change management, innovation and systems thinking and planning
Leadership:
Serves as a highly visible leader and role model in the development/attainment of hospital and unit service line mission and goals
Embraces the concept of change and leads staff through the change process as evidenced by adoption of new behaviors and/or processes.
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Professional development director job description example 3
MBI professional development director job description
Are you a relationship-savvy sales leader? Do you know how to bring value to your partnerships? Are you a strategic closer? An outside-the-box thinker?
We have the role for you!
Medicine for Business and Industry, (MBI) Inc. operates medical facilities throughout Arizona and Colorado providing occupational healthcare services for employees of our business clients.
We are looking for an ambitious and energetic Business Development Representative to help us expand our clientele in our Tucson market. You will be the front of the company and will have the dedication to create and apply an effective sales strategy. The goal is to drive sustainable financial growth through boosting sales and forging strong relationships with clients.
*This is a full-time position and is not a remote position.
Why a sales career with MBI Occupational Healthcare Centers: our salesforce is the lifeblood of our company. We believe in hiring the right people - True Team Players, providing them the training and resources vital to success, and rewarding their results.
Excellent Base salary range, based on experience
Monthly commission structure with residual payments and NO CAP
Monthly car allowance & assigned company cell phone and laptop
Proven Sales Structure & Methodology with a Strong Sales Support & Training program
Excellent career growth potential
Purpose: Expand our pipeline of prospects, qualify decision makers, introduce our product and services, and close business.
Responsibilities:
Actively identify new clients by cold calling, setting appointments, and client tours.
Follow-up on opportunities to increase profitability, efficiency and market share.
Ensure market protection by maintaining knowledge of competitive activities, industry products and services.
Maintain accurate records of all sales and prospecting activities including sales calls, appointments, closed sales and follow-up activity within assigned territory through the use of a CRM (Customer Relationship Management) tool.
Develop and execute individual account sales plans to secure new customer prospects daily.
Establish and maintain a consistent brand image throughout all materials and marketing activity.
Ensure customer satisfaction through responsiveness to customer needs and service concerns.
Communicate with Managers to facilitate all of the above in a timely manner.
Participate in department meetings for the purpose of education, skills growth and department functioning.
Meet assigned targets for profitable sales volume and strategic objectives.
Coordinate the set-up of the service offering/protocol and customer on-boarding to ensure smooth business transition and implementation.
Requirements
Competitive mentality, looking to build a long term, lucrative business
Ability to organize and effectively manage multiple clients with multiple revenue streams
Entrepreneurial mindset, outgoing, articulate, and professional
Demonstrated ability to communicate and influence key decision makers at all levels
Superior verbal and written communication skills
Outside sales experience including account management in a business-to-business sales environment, preferred.
Self-motivated with a strong work ethic as well as possess discipline, organization, persistence, and a desire to succeed.
Willingness to follow a proven model of success for the sales cycle.
Ability to maintain confidentiality of sensitive information
Strong time management skills, problem solving capability, and self-motivated
Customer centric sales approach
Excellent interpersonal skills, ability to connect with customers and manage the customer relationship
Able to communicate in a clear, direct and straightforward manner
Able to cope with rejection, drive forward and persevere
Reside in the major metro area of the assigned medical center.
Proficiency in MS Office and other CRM applications.
Valid Driver's License with clean driving record and reliable transportation.
Key personality traits
Captivating networker. A relationship-savvy sales leader who makes connections with both internal partners and external contacts.
Customer-oriented performer. A strong work ethic and customer-focused attitude brings value to their partnerships.
Hunter. A persistent sales professional who will stop at nothing to present the MBI Difference to help our clients manage their worker's compensation program.
Strategic closer. Sales leaders who close profitable business and consistently exceed their performance objectives.
Team member. Listen to ideas, share thoughts, and work together as a team to move our business forward.
Outside the box thinker. Identify, upsell, and pitch new customized products or product improvements across a wide variety of products and services
Benefits
At MBI our daily efforts to provide accessible, convenient care to people who've been injured at work is a team effort. Every employee and every role is necessary and valued. Rewarding the dedication and commitment of our employees extends beyond a paycheck. In addition to competitive salaries, we offer to full-time employees:
Benefits:
Paid Time Off
Group medical
Dental
Life STD & LTD
401(K) with company match
We have the role for you!
Medicine for Business and Industry, (MBI) Inc. operates medical facilities throughout Arizona and Colorado providing occupational healthcare services for employees of our business clients.
We are looking for an ambitious and energetic Business Development Representative to help us expand our clientele in our Tucson market. You will be the front of the company and will have the dedication to create and apply an effective sales strategy. The goal is to drive sustainable financial growth through boosting sales and forging strong relationships with clients.
*This is a full-time position and is not a remote position.
Why a sales career with MBI Occupational Healthcare Centers: our salesforce is the lifeblood of our company. We believe in hiring the right people - True Team Players, providing them the training and resources vital to success, and rewarding their results.
Excellent Base salary range, based on experience
Monthly commission structure with residual payments and NO CAP
Monthly car allowance & assigned company cell phone and laptop
Proven Sales Structure & Methodology with a Strong Sales Support & Training program
Excellent career growth potential
Purpose: Expand our pipeline of prospects, qualify decision makers, introduce our product and services, and close business.
Responsibilities:
Actively identify new clients by cold calling, setting appointments, and client tours.
Follow-up on opportunities to increase profitability, efficiency and market share.
Ensure market protection by maintaining knowledge of competitive activities, industry products and services.
Maintain accurate records of all sales and prospecting activities including sales calls, appointments, closed sales and follow-up activity within assigned territory through the use of a CRM (Customer Relationship Management) tool.
Develop and execute individual account sales plans to secure new customer prospects daily.
Establish and maintain a consistent brand image throughout all materials and marketing activity.
Ensure customer satisfaction through responsiveness to customer needs and service concerns.
Communicate with Managers to facilitate all of the above in a timely manner.
Participate in department meetings for the purpose of education, skills growth and department functioning.
Meet assigned targets for profitable sales volume and strategic objectives.
Coordinate the set-up of the service offering/protocol and customer on-boarding to ensure smooth business transition and implementation.
Requirements
Competitive mentality, looking to build a long term, lucrative business
Ability to organize and effectively manage multiple clients with multiple revenue streams
Entrepreneurial mindset, outgoing, articulate, and professional
Demonstrated ability to communicate and influence key decision makers at all levels
Superior verbal and written communication skills
Outside sales experience including account management in a business-to-business sales environment, preferred.
Self-motivated with a strong work ethic as well as possess discipline, organization, persistence, and a desire to succeed.
Willingness to follow a proven model of success for the sales cycle.
Ability to maintain confidentiality of sensitive information
Strong time management skills, problem solving capability, and self-motivated
Customer centric sales approach
Excellent interpersonal skills, ability to connect with customers and manage the customer relationship
Able to communicate in a clear, direct and straightforward manner
Able to cope with rejection, drive forward and persevere
Reside in the major metro area of the assigned medical center.
Proficiency in MS Office and other CRM applications.
Valid Driver's License with clean driving record and reliable transportation.
Key personality traits
Captivating networker. A relationship-savvy sales leader who makes connections with both internal partners and external contacts.
Customer-oriented performer. A strong work ethic and customer-focused attitude brings value to their partnerships.
Hunter. A persistent sales professional who will stop at nothing to present the MBI Difference to help our clients manage their worker's compensation program.
Strategic closer. Sales leaders who close profitable business and consistently exceed their performance objectives.
Team member. Listen to ideas, share thoughts, and work together as a team to move our business forward.
Outside the box thinker. Identify, upsell, and pitch new customized products or product improvements across a wide variety of products and services
Benefits
At MBI our daily efforts to provide accessible, convenient care to people who've been injured at work is a team effort. Every employee and every role is necessary and valued. Rewarding the dedication and commitment of our employees extends beyond a paycheck. In addition to competitive salaries, we offer to full-time employees:
Benefits:
Paid Time Off
Group medical
Dental
Life STD & LTD
401(K) with company match
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Updated March 14, 2024
Updated March 14, 2024