Insurance Analyst I Jobs in Missouri (NOW HIRING)

The primary responsibility of the Commercial Insurance Analyst is to ensure compliance with the terms and conditions set forth in the loan documents, servicing contracts and servicing standards, while maintaining adherence to established timeliness and quality indicators. This position does not have any supervisory responsibilities.

Key Responsibilities:

• Research, resolve, and communicate complex insurance issues to customers and management via email and phone in a call center.

Job Requirement:

Candidate must be able to work until 7pm EST.

Basic Qualifications:

• Minimum of 2 years of commercial property hazard and liability insurance experience.

Preferred Qualifications:

• Call center experience.

• Client relationship management.

• Escalation resolution.

• Experience in commercial lending i.e. portfolio management, risk analysis, financial analysis.

• Flexible work schedule.

• Problem solving.

• Professional communication skills.

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.We anticipate this job posting will be posted until 08/15/2026.Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:

U.S. Employee Benefits | Accenture (https://www.accenture.com/us-en/careers/local/benefits)

Role Location Hourly Salary RangeCalifornia $23.13 to $48.13Cleveland $21.39 to $38.51Colorado $23.13 to $41.59District of Columbia $24.62 to $44.28Illinois $21.39 to $41.59Maine $19.66 to $35.43Maryland $23.13 to $41.59Massachusetts $23.13 to $44.28Minnesota $23.13 to $41.59New York $21.39 to $48.13New Jersey $24.62 to $48.13Virginia $21.39 to $44.28Washington $24.62 to $44.28

Requesting an Accommodation

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at 1 (877) 889-9009 or send us an email or speak with your recruiter.

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We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

For details, view a copy of the Accenture Equal Opportunity Statement (https://www.accenture.com/content/dam/accenture/final/accenture-com/document-4/Accenture-Equal-Opportunity-Statement.pdf#zoom=50)

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Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

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The Company 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. Additionally, 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 Company's legal duty to furnish information.

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