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Worker Compensation Manager Jobs (NOW HIRING)

Congruex

Workers Compensation Program Manager

Boulder, CO · On-site

$100K - $125K/yr

Workers Comp Program Manager Reports To: Senior Director, EHS Primary Location: Denver or Boulder, CO Travel Potential: N/A Compensation: $100-125k Company Profile: Congruex provides digital ...

CONSERVATION INTERNATIONAL

International Compensation Manager Conservation International protects nature for the benefit of ... Experience working across international markets, including emerging or developing markets ...

AVONRISK

Worker Compensation Adjuster - Rocklin

Rocklin, CA · On-site

$68K - $89K/yr

Worker Compensation Claims Adjuster Workers' Compensation Claims Adjuster - Assist a Dynamic Team ... To be recognized as the most trusted and innovative partner in providing Claims and Managed Care ...

watlow

Global Compensation Manager

Saint Louis, MO · On-site

Global Compensation Manager In this role, you will help develop and lead the strategy, design, and ... Experience working with unions and/or works councils is a plus. * Strong interpersonal and ...

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How much do worker compensation manager jobs pay per year?

As of Aug 28, 2026, the average yearly pay for worker compensation manager in the United States is $92,960.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,500.00 and $112,500.00 per year, depending on experience, location, and employer.

What does a worker compensation manager do?

A Worker Compensation Manager oversees an organization's workers' compensation program, ensuring that claims are processed efficiently and in compliance with relevant laws and regulations. They manage claims from employees injured on the job, work with insurance carriers, and coordinate with medical providers and legal professionals. Their responsibilities often include investigating workplace incidents, maintaining records, and developing policies to minimize workplace injuries. Ultimately, their role is crucial in protecting both the organization and its employees during workplace injury incidents.

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

To thrive as a Workers' Compensation Manager, you need expertise in claims management, risk assessment, and a solid understanding of workers' compensation laws, typically supported by a bachelor's degree in business, human resources, or a related field. Experience with claims management software, such as Risk Management Information Systems (RMIS), and relevant certifications like Certified Workers’ Compensation Professional (CWCP) are commonly required. Exceptional negotiation, analytical thinking, and interpersonal communication skills help in resolving claims efficiently and collaborating with multiple stakeholders. These abilities are crucial for minimizing company risk, ensuring compliance, and supporting injured employees through effective claims processes.

How does a worker compensation manager typically collaborate with HR and legal teams to handle complex claims?

A Worker Compensation Manager works closely with both HR and legal departments, especially when addressing complex or disputed claims. They coordinate with HR to gather necessary employee information and incident details, while partnering with legal experts to ensure compliance with state and federal regulations. Regular meetings and joint case reviews help ensure that every claim is managed efficiently, confidentially, and in line with organizational policies. This collaboration is essential for minimizing risk and supporting both the employee and employer through the claims process.

What is the difference between Worker Compensation Manager vs Claims Adjuster?

AspectWorker Compensation ManagerClaims Adjuster
Required CredentialsBachelor's degree, industry certificationsHigh school diploma, licensing often required
Work EnvironmentOffice-based, managerial settingFieldwork, office, or remote
Industry UsageInsurance, large corporations, governmentInsurance companies, third-party administrators
Primary FocusOverseeing workers' compensation claims process and complianceInvestigating, evaluating, and settling claims

The Worker Compensation Manager typically oversees the entire workers' compensation claims process, ensuring compliance and managing teams. In contrast, Claims Adjusters focus on investigating and settling individual claims. Both roles require knowledge of insurance policies and regulations, but the Manager has a broader, supervisory role, while the Adjuster handles specific claims details.

What cities are hiring for Worker Compensation Manager jobs?

Cities with the most Worker Compensation Manager job openings:

What are the most commonly searched types of Worker Compensation jobs?

The most popular types of Worker Compensation jobs are:

What states have the most Worker Compensation Manager jobs?

States with the most job openings for Worker Compensation Manager jobs include:

Worker Compensation Manager jobs near you

Workers Compensation Program Manager

Congruex

Boulder, CO • On-site

$100K - $125K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 29 days ago

Congruex rating

7.0

Company rating: 7.0 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

Job description

Description
Job Title: Workers Comp Program Manager
Reports To: Senior Director, EHS
Primary Location: Denver or Boulder, CO
Travel Potential: N/A
Compensation: $100-125k
Company Profile:
Congruex provides digital infrastructure solutions through engineering and construction services that connect communities nationwide. This includes wireline, wireless, data centers, and utility services from initial concept to market go-live.
With employees across the United States and India, the work we do enables essential infrastructure for the future of communications.
Build a Career. Build What Matters.
Job Summary:
The Workers' Compensation Program Manager
The Workers' Compensation Program Manager is responsible for the strategic oversight, administration, and continuous improvement of the Company's workers' compensation program. This role ensures compliance with federal, state, and local regulations, manages claims administration, coordinates return-to-work initiatives, analyzes injury trends, and partners with internal and external stakeholders to reduce workplace injuries and associated costs.
In addition, this position serves as a key administrator and business partner for People Services Information Systems (aka HRIS), ensuring accurate employee data management, system integrity, reporting capabilities, and process optimization that support workers' compensation, leave management, and broader People Service operations.
Key Responsibilities (Including, but not limited to):
Program Architecture & Process Design
  • Build the Playbook: Design, document, and implement standard operating procedures (SOPs), process flow mapping, intake templates, and a comprehensive corporate playbook for end-to-end workers' compensation management.
  • PEO Transition Support: Partner with People Services leadership and legal to audit current PEO-managed claims, map dependencies, and strategically transition claim histories and processes to our internal infrastructure.
  • Vendor & Carrier Management: Evaluate, select, and manage future relationships with Third-Party Administrators (TPAs), insurance brokers, occupational clinics, and legal counsel.

Claims Management & Field Operations Support
  • End-to-End Case Management: Serve as the central point of contact for all workers' compensation claims, ensuring accurate reporting, timely statutory filings, and proactive, empathetic case tracking from initial injury to closure.
  • Field Safety Partnership: Partner closely with regional Safety Directors and field operations to investigate incidents, ensure proper OSHA recordkeeping documentation, and analyze injury trends to prevent future occurrences.
  • Workplace Incident Investigations: Collaborate with Environmental Health & Safety (EHS) teams on workplace incident investigations.

Return to Work (RTW) Program Management
  • Develop and implement a comprehensive return-to-work program that supports injured employees and reduces claim duration.

  • Coordinate with managers and supervisors to identify modified duty positions and work restrictions.

  • Track RTW status for all open claims and maintain documentation.

  • Monitor and report on RTW success rates and cost savings.

  • Communicate RTW plans with employees, medical providers, and claim adjusters.

  • Partner with legal department to ensure RTW activities comply with regulatory requirements.

Reporting & Analytics
  • Generate monthly workers compensation reports including claims summary, costs, and RTW status.

  • Track key metrics: lost time incidents, claim frequency, severity, reserves, and trends.

  • Prepare quarterly reports for executive leadership on program performance and cost containment.

  • Analyze claim patterns to identify loss prevention opportunities.

  • Maintain accurate workers comp data in internal systems and provide accessible dashboards.

Required Qualifications:
Education, Licensing, and Certifications
  • Bachelor's degree in Risk Management, Human Resources, or a related field preferred.

  • Professional certifications such as ARM (Associate in Risk Management), CPDM (Certified Professional in Disability Management), or WCCP (Workers' Compensation Professional) are a plus.

Experience
  • 5+ years of dedicated experience managing workers' compensation programs and claims.

  • Experience building an internal function or transitioning away from a PEO model is highly desirable.

Skills and Abilities
  • Demonstrated ability to "flex up" into strategic process mapping and "flex down" into detailed claims administrative execution.

  • Deep knowledge of state workers' compensation statutes (with a strong emphasis on Colorado regulations) and a solid understanding of how workers' comp overlaps with FMLA and the ADA.

  • Exceptional communication skills, with the ability to build trust with field crew members, medical providers, and executive leadership.

Preferred Qualifications:
  • Experience building an internal function or transitioning away from a PEO model is highly desirable.

  • Experience in Telecom, Construction or other Skilled Trades is highly desirable

  • Legal or Paralegal experience in Workers Compensation is ideal

Physical Requirements:
  • Ability to lift and carry up to 25 lbs.

  • Stand / walk / bend / climb / work in an office for extended periods

  • Must be able to pass a pre-employment (background check / drug screen / MVR)

Congruex Culture & Benefits:
Congruex's culture of safety and performance is built on the 4X Factor core values of Be Safe, Be Accountable, Be Respectful, and Earn Trust. These values guide how we work with one another and how we interact with our customers.
We are committed to building a workplace where employees feel supported and recognized. We invest in employees through a comprehensive approach, including the benefits below with eligibility on Day 1 of employment:
• Medical, Dental & Vision benefits with 70% paid by the company
• 401(k) with company match up to 4% and immediate vesting
• Flexible PTO for exempt roles & competitive PTO accrual for non-exempt roles
• 10 company paid holidays (9 standard and 1 floating)
• Company Paid Short-Term and Long-Term Disability coverage
• Company Paid Maternity & Parental Leave options
• Company Paid Basic Life Insurance (with employee paid voluntary options)
• Annual Safety Boot Program of up to $150 per eligible field employee per year
• Safety Points Program for eligible field employees redeemable in the company store
• Free wellness benefits like counseling, financial planning, and more
Additional Employment Information:
We will determine salary based on skills and experience in relation to the function of the role, as well as equity to employees in similar roles. Some benefits have eligibility criteria. All requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. This document does not create an employment contract, implied or otherwise, other than an "at-will" employment relationship. Conditions to hiring may include but are not necessarily limited to background checks and drug testing.

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