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Grievance Manager Jobs (NOW HIRING)

Allmed Staffing Inc

Data Intake Specialist

Pearland, TX · On-site

$15.50 - $21/hr

Candidate will ensure the accurate and efficient management of sensitive patient and claim information in enrollment and grievance processes: - Data Collection and Input: Gathering and accurately ...

Allmed Staffing Inc

Data Intake Specialist

Pearland, TX · On-site

$15.50 - $21/hr

Candidate will ensure the accurate and efficient management of sensitive patient and claim information in enrollment and grievance processes: - Data Collection and Input: Gathering and accurately ...

Oscar Health

Senior Labor Relations Partner

Aurora, IL · On-site

Manage the grievance and dispute resolution process from intake through resolution, including fact gathering, information requests, investigations, company responses, grievance meetings, settlement ...

MTM Transit

Labor Relations Specialist

Austin, TX · On-site

$75K - $90K/yr

Grievance Management * Coordinate grievance administration from filing through final resolution. * Track grievance, hearing, and arbitration timelines to ensure compliance with contractual ...

MTM Transit

Labor Relations Specialist

Austin, TX · On-site

$75K - $90K/yr

Grievance Management * Coordinate grievance administration from filing through final resolution. * Track grievance, hearing, and arbitration timelines to ensure compliance with contractual ...

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Grievance Manager information

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$12

$37

$63

How much do grievance manager jobs pay per hour?

As of Aug 11, 2026, the average hourly pay for grievance manager in the United States is $37.06, according to ZipRecruiter salary data. Most workers in this role earn between $23.80 and $46.39 per hour, depending on experience, location, and employer.

What are some common challenges faced by grievance managers, and how can candidates prepare to handle them effectively?

Grievance Managers often deal with sensitive and complex employee or client concerns, which can involve emotional situations and high expectations for resolution. A common challenge is balancing the interests of all parties while ensuring compliance with company policies and legal standards. Successful candidates can prepare by developing strong communication, empathy, and conflict resolution skills, as well as maintaining up-to-date knowledge of relevant regulations. Building rapport with internal teams and fostering a transparent, fair process are also critical to managing grievances effectively.

What is a grievance manager?

Grievance Managers are professionals responsible for overseeing the process of handling complaints and concerns raised by employees, customers, or clients within an organization. They ensure that grievances are addressed fairly, efficiently, and in compliance with company policies and legal requirements. Their duties often involve investigating complaints, mediating disputes, and recommending solutions to resolve issues. Grievance Managers play a key role in maintaining a positive workplace environment and supporting organizational integrity.

What are the key skills and qualifications needed to thrive as a grievance manager?

To thrive as a Grievance Manager, you need expertise in conflict resolution, regulatory compliance, and case management, often supported by a degree in business, healthcare administration, or a related field. Familiarity with case tracking systems, complaint management software, and knowledge of relevant laws such as HIPAA or labor regulations is typical. Strong interpersonal skills, attention to detail, and the ability to remain impartial help build trust and resolve issues effectively. These skills are crucial for ensuring fair, compliant, and timely resolution of grievances, which protects the organization and maintains stakeholder satisfaction.

What is the difference between Grievance Manager vs HR Coordinator?

AspectGrievance ManagerHR Coordinator
Primary RoleHandles employee grievances, resolves conflicts, ensures compliance with grievance policiesSupports HR functions, assists with recruitment, onboarding, and employee records
Required CredentialsHR certification, experience in conflict resolutionHR certification or degree, administrative skills
Work EnvironmentEmployee relations, conflict resolution teamsHR department, administrative setting
Industry UsageCommon in organizations with formal grievance proceduresWidespread across various industries for HR support

While both roles are part of the HR function, a Grievance Manager focuses specifically on resolving employee conflicts and managing grievances, whereas an HR Coordinator provides broader HR support tasks. The Grievance Manager often handles sensitive issues requiring conflict resolution skills, while the HR Coordinator manages administrative HR duties. Understanding these differences helps organizations assign the right responsibilities to each role.

More about Grievance Manager jobs
What cities are hiring for Grievance Manager jobs? Cities with the most Grievance Manager job openings:
What are the most commonly searched types of Grievance jobs? The most popular types of Grievance jobs are:
What states have the most Grievance Manager jobs? States with the most job openings for Grievance Manager jobs include:
What job categories do people searching Grievance Manager jobs look for? The top searched job categories for Grievance Manager jobs are:
Grievance Manager jobs near you
Infographic showing various Grievance Manager job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 12% Part Time, and 1% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $77,095 per year, or $37.1 per hour.

Manager, Appeals and Grievance (51944)

GLOBALHEALTH HOLDINGS LLC

Oklahoma City, OK • On-site, Remote

$20.50 - $25.25/hr

Full-time

Medical

Re-posted 2 days ago

Job description

WHO WE ARE:
GlobalHealth is a fast-growing Medicare Advantage HMO health insurer. We aspire to be the employer of choice in our industry, attracting and retaining a highly talented workforce. Our passion is Genuine Care and Optimal Health for the members we serve. We are unique by providing high touch, high value and a partnership to our members. We go above and beyond to provide personalized, engaging, and responsive services to our members. We work hard to offer affordable health insurance coverage with the benefits people truly want and need. It is our hope to be more than just a health insurance company we want to be long-term partners with our members. We are looking for future employees who exude our core values of taking accountability through ownership, being driven, innovative and who have a passion for continuous learning.
WHO YOU ARE:
The successful candidate provides daily Clinical leadership and compliance of Appeals and Grievance. Identifying and executing opportunities to promote timeliness and resolution based on regulatory requirements.
ESSENTIAL JOB FUNCTIONS:
  • Schedule and balance available resources to match anticipated demand
  • Monitor and oversight of appeals and grievances process
  • Handle escalations for member issues
  • Manage employee time and attendance
  • Provide coaching and training of A&G team
  • Provide daily reporting for critical measures
  • Identify and execute on opportunities for improvement with workflow and structure
  • Manage daily workload for subordinates to ensure contractual and regulatory compliance
  • Perform hiring, coaching and disciplinary actions as required
  • Serve as primary Clinical representative and advocate for A&G issues and concerns in department leadership meetings
  • Must maintain confidentiality of business information, including Protected Health Information (PHI), as required by HIPAA and company policy.
  • Performs 1st round Quality of Care reviews
  • Performs other duties as assigned

EDUCATION:
  • Licensed Practical Nurse (LPN)
  • Associate degree or bachelor's

EXPERIENCE:
  • 3 years A&G Clinical operations experience required
  • 2 years appeals and grievances required
  • 1 year experience with one or more of the following: MS Office (+Power BI a plus), call center management and reporting applications (Mitel) or CRM applications (Epic) required
  • Familiarity with process analytics and continuous improvement methodologies (lean, six-sigma, EOS, TOC) preferred
  • Proven history of successful process design and implementation preferred
  • Medicare and/or NCQA experience preferred

KNOWLEDGE, SKILLS AND ABILITIES:
  • Exceptional prioritization and task management skills
  • Must be detail oriented and able to multitask, focusing on multiple cases at a time
  • Strong documentation skills are essential
  • Ability to perform essential job functions with high degree of independence, flexibility, and creative problem-solving techniques
  • Ability to thrive in a results-oriented environment
  • Naturally pushes to drive tasks to completion

WORK ENVIRONMENT:
Current work environment is remote; however, some state exclusions apply. Must have access to a reliable and secured internet connection source. Work environment must maintain confidentiality of business information, including Protected Health Information (PHI), as required by HIPAA and company policy. This position will also be required to use reasonable and necessary safeguards to protect GlobalHealth records from unauthorized access, disclosure or damage and will adhere to all GlobalHealth privacy and security policies.
TRAVEL:
Minimal travel expected (less than 5% in support of corporate initiatives)
MANAGER RESPONSIBILITY:
Supervises work of others, including planning, assigning, scheduling, and reviewing work, ensuring quality standards. Is responsible for hiring, terminating, training, and developing, reviewing performance and administering corrective action for staff. Plans organizational structure and job content.
OTHER DUTIES:
  • Must maintain confidentiality of business information, including Protected Health Information (PHI), as required by HIPAA and company policy.
  • Performs other duties as assigned.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or witho

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