account executive

broker

account specialist

actuary

associate broker

Handling inbound calls from client employees as well as conducting outbound calls for follow-up as required. I would greet the employee, answer concerns and questions educating them on their benefits, and solve complex issues relating to their health, savings, retirement plans and human resource related issues. I was also responsible for providing professional, knowledgeable, helpful, courteous, and responsive customer service.
•	Utilizes personal computer and Windows NT and Lotus Notes software (knowledge of tools i.e., calculator, data entry, and navigating the Internet) to access customer accounts and product information for features and problem resolution.
•	Utilizes the telephone system with headset throughout the workday.
•	Assists customers with a wide variety of benefit questions and plan features via information accessed through the computer. Reviews the employee's account and answers questions within the parameter's of Aon Hewitt's policies and procedures.
•	Creates and updates employee file in database via computer as authorized by Aon Hewitt.
•	Keeps current on Aon Hewitt's programs and services through on-going training provided by Aon Hewitt and by utilizing the computer-based program.
•	Attends meetings and training as directed.

ESSENTIAL KNOWLEDGE/SKILLS/ABILITY:
•	Excellent verbal communications and listening skills via telephone.
•	Solid written communication skills.
•	Ability to read and retrieve data via computer using Windows NT and Lotus Notes environment
•	Ability to "more than satisfy" a customer by providing outstanding customer service ensuring customer's questions/issues/concerns have been answered.
•	Ability to be flexible, adaptable and dependable in an environment constantly upgrading/enhancing service/technology capabilities to it's customers.
•	Written communication, especially as documented in case follow ups, is clear and effective.
•	Able to own issues and bring to resolution.
•	Learns and comprehends new concepts.

The hardest part of this job was that I was a temp or contract employee. So when the end of my contract came it was really hard to leave. 
I loved learning about how healthcare insurance plans worked and became very knowledgable on my clients' open enrollment periods, handling their questions, completing their selections to send over in a batch order multiple times a day to a variety of Insurance companies. I also helped retirees from my clients companies with their enrollment benefits, life insurance, and all other benefits they had, as well as taking the time to make sure they understood their options or if they had any questions.

This place started off wrong with a long, tedious interview process that began around 9 am and ended at 1 pm. The interviews, four total, started late and I, and the other applicants, had to wait about 15 to 20 mins in between sessions. In the first interview, a call center employee interviewing me asked me if I had children, which a completely illegal. Wanting a way into the company, I endured the ridiculous interview process to begin a call center position. Some of the training was done by people who didn't speak or train well and one of whom thought "irregardless" was a word, as she printed it in the training materials (Powerpoint) she prepared and later put those same materials on a Sharepoint. You are stuck at a phone working incoming calls from any of the many accounts they put you on to work (often on a contract you're working more clients than the regular employees-I worked 12 different clients) with little to no information about the accounts and at times, no computer access to the information you need to help the caller. The "leads" at the time where fresh out of college undergrads who didn't have a clue, while most of us contractors trying to get into the company had years of experience and education (I have a graduate level degree with more than 10 years of work experience). Some contractors were former Hewitt contractors/employees and they indicated that the Aon training and working conditions were substandard compared to what they'd experienced at Hewitt. The temp to hire process was all a sham, as this contract was worked at the time of the Hewitt merger. Aon was more concerned with placing people rather than placing the right people. For example, a contact in the HR office informed another contractor with years of HR experience that the Chicago office had hired someone with no HR experience and no degree to work an HR position for which she and her daughter, a recent college grad, applied. Compensation was generally wrong and late and the HR team at the time seemed nothing short of incompetent. Most of the contractors, regular employees, and managers were great but there seemed to be an abundance of fools in the mix that didn't allow the true talent to shine. Lots of petty office squabbles and unprofessional behavior from people craving power. The job was not hard (despite the inappropriate training). I was one of the few contractors that stuck around to the very end (call center in Glenview closed). The most enjoyable part of the job was the commute home. I learned that I should never take underemployment to get a foot into the door. Additionally, I learned that Aon Hewitt looks better on paper. I was extremely disappointed.

Moved from another city/state to take this associate consultant position. My first clue about what to expect should have been the fact that I did not see a manager for the first two months I was in the "branch" with one other employee. I sat and read code books and tried to learn the job from the obviously disgruntled employee. They should have put me in the regional office for a week of orientation with the various departments but that was too much like doing it correctly.

The pay and benefits are good but the hours expected of employees are absurd and abusive. You are expected to change from day shift to graveyard shift and back again when the clients need inspections and tests. But, you are expected to show back at the office at 8:00 the next day despite having worked from 8:00 am to 6:00 am the previous day.

This division is diffuse and scattered throughout the country with no depth to back up missing employees. They badger you to put in for your vacation days early in the year but will deny you going on vacation later on if it means someone might have to fill in for you. I have lost vacation days all three years I worked for them due to being unable to take all my time off due to workload.

Their project management style can best be described as "throw everything against the wall and whatever doesn't stick is the employees' fault". I work for "project managers" from two other cities plus corporate and they do not coordinate any of their requests. I once asked an engineer/manager in another city of he checked with the drafting department for their backlog before he made commitments to the clients and he said flatly "no".

Even though I don't have a college degree like the engineer/managers, I am a better manager than any of them that I have dealt with to date. I ran an installation department with 30+ technicians and 4-5 project managers for the largest fire protection firm in another state and we sat down weekly to plan and negotiate our resources but I know this firm does not do any workload planning.

I have definitely learned a lot of technical information in this position but there is little sense of accomplishment or success. You only know how you are doing by NOT hearing any feedback, aka, no news is good news.

Headed back to the contracting end of fire protection soon. Maybe sooner than later: I found four ads for my position from automatic job alerts this past week. This despite being granted a raise last year and a bonus the last two years. If you are going to expand and add employees, have the courtesy to let your existing employees know what's going on. Otherwise, you will get to experience the other side of "At Will employment".

I have learned and grown so much since joining Aon Hewitt. I have participated in some wonderful charity events and I have good benefits. Then company its self offers has a Wellness Center and Pharmacy on site, this is a wonderful benefit. I pay a fare amount for my benefits but I also know there true value.
I feel you would have a different experience with our company depending on the division you join and more specifically the Client you support. I have always been truly passionate about my client, many others avoided it due to its complexity, but I enjoyed the challenge it brings.
I worked very hard to get into a management level position and was disappointed on my findings once I made it there. My pay rate was increased by only 1200.00 a year, then I was no longer eligible for bonuses and pushed just enough over to a new tax bracket.
I now have 150% more work and responsibility, make less money, and do not qualify to take regular overtime.
I wanted to move up to make a true impact on all the flaws I had seen well developing myself. First of all we are know as a company of tools, we show you how to use the tools and that is your training here on out. You need to find and learn information on your own unless it is an enrollment period and you get a refresher.
I learned that all the escalations I handled, projects I managed, provisions, processes, and special handling only came from our end. My manager now or even then could not tell you all I do on a daily bases, or could answer a standard question a CSA would take on a call.
I would see them come in late and leave early, no attendance policy, less responsibilities, 2-3 hour lunch sessions and a minimum 10k more salary. If they had an issue, it would just be passed to my partner or me. They would let potentially great CSA’s go due to them not coaching and using real management skills.
My management team seemed like a high school nightmare, gossipy, spiteful, unprofessional, and inconsistent.
I do not feel this situation would come across on all clients or every position. This was just my experience, I do know there is good within the company, and changes are being made.

When I started at Aon, they had just bought out Hewitt. I had no complaints about management, auditing protocol, systems or promotion/pay scale. Systems ran smoothly, communication was important and was practiced.
But by the end of my first year we Aon started implementing Hewitt systems and issues arose. Vital programs and software needed to do the job, constantly crashed or would be down to the point of it being unprofessional. CSR's would be graded on how they handled these issues w/o proper training.
As time has passed Aon has adopted pretty much all of Hewitt's systems, protocol, pay scale, promotion standard and turnover.
You must be promoted within 18 months to keep your seat. Side projects and showing initiative to do jobs that others won't or can't do are not helpful to your resume there, it can actually harm your adherence and performance as the new protocol judges and passes you on numbers. These projects are "noted" in your employee portfolio but does not help you towards promotion. CSR's that stare at their screen, answer calls and do not partake in "special projects" are promoted bc of the numbers. This causes issues within the company as the wrong people are being promoted and show no initiative to get issues corrected nor show the "how to" when an issue arises.
As of this year (2013), there has not a week in which we have been issue free. It is unprofessional at this point. There are days where the phones to do not work, internet is down; we are using an out dated IE (IE 6 to boot), and are running an outdated Windows for the types of programs we are using on a daily basis.
Some of our billing programs are Windows 95 based and most of the clients we assist are not set up to take payments online or over the phone. There are a small handful of clients that are actually set up to accept email.
Aon was a great place to be at the first 8 months of my career there. At one time, it was the best job I had ever had and I've worked for some great companies. But over time, many of my coworkers and my morale have went to the dark. There is a feeling of dread entering the work place and working on fear is not a great way to spend your day.

Managing and/or performing daily fulfillment of service requirements for select accounts in the support of a complex or highly active account. This is achieved through effective communication and partnership with internal and outsourced ACS colleagues.
Duties and Responsibilities
Resolve inquiries associated with all aspects of Aon Client Services (ACS) service delivery (e.g. output delivery, invoice inquiries, etc.) and refers. Identify and retrieve relevant compliance documentation necessary to process renewals, invoices, surplus lines filing and ACS deliverables.
Perform necessary activities or support a senior team member in the initiating a renewal, processing an invoice, issuing auto IDs, processing surplus lines, issuing emergency certificates, resolving premium account discrepancies, initiating endorsements, processing vehicle suspensions and processing other client requests. 
React to Broker Desktop tools that require actions in a timely manner.
Organize or assist senior team members with the preparation of renewals and assist the distribution team with the delivery of relevant outputs.
Ensure system of record (Bridge & Broker Desktop) is accurate and current to ensure outputs and client deliverables will be produced according to guidelines and policy detail. 
Liaise and be responsive to inquiries from outsourced provider to manage and ensure the timeliness and quality of outputs. 
Upload, index or attach documents in DMS.
Review outputs to ensure clients expectations are being met as it relates to timeliness and accuracy of deliverables (certificates, invoices, endorsements, etc.).
Help colleagues troubleshoot and resolve basic client issues around ACS deliverables.
Upon policy placement (with assistance from a senior team member), creates policy summaries, schedules of insurance, calculates premium allocations, and provides quality review of all post placement outputs

When I chose to work in the field of healthcare (more importantly, Medicare), I entered a fascinating world of “caring” realized throughout every fabric of my work life – from the types of employees who elected to work there to the retirees who were the receivers of that care.

A typical day at work was fast-pace, especially during the Annual Enrollment Period, when we were enrolling retirees. My primary focus was to be present for the Benefit Advisors, frontline agents who were directly servicing the participants. This was followed by coaching and developing BAs, handling escalation calls, monitoring QA performance, responding to management inquires, providing reports, etc.

There was something to learn every day both in terms of on-the-job experience as well as continued CE to obtain the Texas and other state insurance licenses as well as the required certifications (i.e. with AHIP and major carriers) within a specified period of time. To remain current on healthcare and Medicare events and information, I constantly read. However, most importantly, I learned from the retirees – there concerns and worries (i.e. staying healthy, being able to pay for their prescription drugs in timely manner).

The hardest part of the job was finding the time to study. That is, while at work, the demand was extremely intense, and outside of work, I was exhausted. I would have personally liked to have had more time to “thoroughly enjoy the lesson”. I am an academician at heart. So, out of necessity, I fast became a quick study. [Note: If one is averse to studying, this position is not for him/her]

Although, I joined Aon Hewit as a temporary employee, I later expected for the position to last longer after being given permanent status and later promoted. Notwithstanding, it was a great experience and I would do it all over again, if given the opportunity.
(Position is scheduled to end May 18, 2012. Aon Hewitt Navigators (AHN) in the Woodlands is closing.

The first thing I noticed about this company is that there is VERY high turnover. No one stays beyond two years and on top of that no one gives notice, they just leave which says a lot about a company.

Now being there almost two years myself, I can see why. This company does not follow state and county laws. They make up their own rules and there isn't any consistency in them. Pay is OK but your paying way too much in medical insurance, especially since the industry that they are consults for lower priced insurance for their clients, it doesn't make any sense.

The environment seems fun when you first start but then you learn that management are cowards and you will always hear second hand if there is an issue, they will not tell you themselves.You will also hear about any discrepancies in your work in your annual review, not any time before that so you can easily be put on probation after your annual review, even though you weren't notified of any concerns prior to your review...and it will be justified in the eyes of HR. 

If you are not upper level management you aren't allowed to have a family, you aren't allowed to have sick children and you are not allowed to be a parent (i.e. no vacation, no concerts, no sick days) they frown upon women being pregnant in the workplace and you will be the source of discrimination and if you tell HR about it, you will learn that they are incredibly bias and tell you that every discrimination incident is legal and justified.

If you are a minority be prepared. You will work with ignorant racist individuals that have no issue voicing how lucky they were to attend a college that was a majority of Whites and didn't have too much diversity. 

As far as the co-workers go. Just put yourself back in high school and times that by 3. There is a lot of unnecessary drama in the workplace and backstabbing.

I'm still not sure how this company has been chosen as the 2014 Best Workplace. I guess the people making the judgement don't look at employment retention.

I worked for the largest client in the call center who was going through a merger. The calls came in for my team nonstop. The client we serviced were hostile and angry and took it out on the representatives. The work was extremely stressful and it was  impossible to complete everything in a normal workday. There was little support from management and often the clients would have information regarding what was happening before the representatives. Client would call in demanding to know about a particular piece of information and often we as representatives would have no clue as to what the client was referring to. When we tried to find out from management they were slow to respond. This would generate a callback to the client which was hard to do because our call volume was extremely high. Many unnecessary callbacks just added more work and stress to our overworked team. The phone volume was the highest in the call center but we were paid the same as teams with hardly any phone calls. The job was advertised as fulltime but the majority of the time management would look for "volunteers" to clock out early. If no one volunteered to leave management would force people to leave. Most people did not get full time hours because of this. This job literally made me ill as I was unable to take scheduled time off for my health.  I would not recommend this job if you like to have a normal work life balance and if you have a family. While I worked there I couldn't schedule Dr. appointments for myself or my family as we were encouraged by management not to take time off due to client needs.

Aon Hewitt continues to work toward engagement, and they have made some measure of progress in doing so, but they are still quite far from achieving such engagement.

They have made great strides for their business, including greater alignment toward business-to-business clients, the securing of a very high-profile client, and the elimination of the dreaded "adherence" metric for its benefits advisors.

Unfortunately, work-life balance continues to suffer. The company often ignores the fact that what happens outside the work environment will affect what happens inside the work environment. Thus if an employee's needs outside of work are not met, this will spill toward work performance. Of course, this is often ignored.

The company is atrocious at meeting employee needs in general. Physical needs, emotional needs, mental needs are all ignored in an effort to make the bottom line. People at the company - particularly those on the phones - simply do not feel appreciated. For example - the performance appraisal system fails to truly reward people or identify what benefits advisors do correctly, but are amazingly effective at pointing out what people did wrong, rather than truly assist one in improving performance. Managers are generally not trained effectively toward handling their employees. Employees are not ever involved in strategically planning the direction of the organization, and if they are, it is only for a short time, until its employees appear appeased, at which point, all of management basically go back to ignoring its employees again. The result is that the organization performs quite poorly and inefficiently.

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