We'll be updating this page monthly with job postings and descriptions for each office; plus we'll feature the teams and managers that are hiring so you can decide if you're a fit with their culture. You'll also learn how to earn money with referrals, and managers will weigh in on professional trends and topics, while HR shares their top-notch advice for your career growth.
Our employee referral reward program just doubled
Now earn even more money by referring someone to work at our company full-time with our employee referral reward program. Depending on your friend’s pay grade, you can now earn $500, $1,000 or $2,000 for referring someone who becomes a permanent employee. Keep in mind, you can’t refer someone who will report to you, and rewards cannot be given for referring part-time (30 hours or less) or temporary employees, unless otherwise noted by management.
Managers weigh in
This section of our Jobs 101 page is where our management team will share their insights to help you be your best professional self. We'll switch up the topics every month, so check back in on a regular basis to see what tips our leadership team is sharing.
Novembers's topic: peer recognition
In October, Jamie Cox, a commercial lines service manager with our Automotive Aftermarket Program in our Overland Park office, shared four simple techniques that leaders can use to engage their team and help boost morale. One of the key concepts she discussed was recognition. In her November guest blog, she shows the importance of employees recognizing each other. Check out her latest topic of peer recognition and see if her idea helps trigger new ways for your department to work on its team dynamic.
November featured jobs
Make way for a new marketing operations coordinator in our San Diego office. The Marketing Operations team is looking for someone who will be responsible for supporting current and new clientele while providing prompt and professional customer service to both internal and external customers. Their primary functions for producer management include managing appointments and contracts as well as licensing for new and existing producers. If you're looking for a change and have no problems multi-tasking, this might be the job for you. This is a non-exempt position and reports to the AVP of Marketing Operations. If you, or anyone you know, are interested in this full-time position, please have them contact Mary Trevithick, Arrowhead's director of human resources in our San Diego office.
Our Automotive Aftermarket office in Overland Park, KS has two part-time CSR positions available. These part-time positions will have a set schedule with up to 12 hours per week. Applicants will need to be available in the evenings because the hours for the positions are 3:00 p.m. to 7:00 p.m., Monday through Thursday, and 2:00 p.m. to 6:00 p.m. on Friday. If you, or anyone you know, are interested in the part-time CSR position, please have them contact Kristie Lyons, human resources generalist, in our Overland Park office.
October featured job
Our Automotive Aftermarket team is looking to fill over 10 commercial B2B insurance sales positions around the country. (In Colorado, Mississippi, Minnesota, Kansas, South Carolina, New York and Texas, to name a few.) These positions are called Account Executives or AEs around the office; these experienced sales professionals work with customers and prospects in the auto care industry.
AEs live and work in their territories and have customer and marketing support assistance from the teams in the Overland Park office. An AE will drive growth and profitability of market segments in their assigned territory through risk selection, pricing, negotiation, sales, retention and helpful customer service to their clients. AEs might have 25% or more overnight travel throughout the year.
If you, or anyone you know, are interested in this sales position, please have them contact Kristie Lyons, human resources generalist, in our Overland Park office. Keep in mind, previous B2B and/or B2C sales experience will be required to be considered for these positions.
September featured job
If you are interested in any of these positions, contact Tish Masucci for a full job description.
If you are interested in this position, ask for a job description or send your resume to Connie Lem.
Contact Mary Trevithick for a job description or send her your resume.
Ask for full job descriptions or send resumes to Kristie Lyons.
No open positions in our Phoenix
Contact Tish Masucci for a job description or to send your resume.
Review all jobs posted throughout Brown & Brown's companies here.
Annual reviews - processes and best practices
Every year, our HR team sends out annual review forms and instructions toward the end of November to managers and supervisors, with everything due back to them by early to mid-January. The review forms are based on a point system.
Even though an annual review is mandatory and audited by Brown & Brown, HR suggests managers meet on a more regular basis with their team. "Some people really do appreciate this constructive feedback," noted Mary Trevithick, Arrowhead's director of human resources. "It's discretionary per supervisor, but the benefits of meeting on a monthly or quarterly basis, even for employees who are performing above average, is a great way to avoid surprises during the annual review at the end of the year.”
The HR team agreed our existing review forms are ready for a makeover, and although there hasn't been time this year to devote to a new process, they are hoping to have an online system available to employees and supervisors in the future. "If anyone knows of a system that other companies are using, by all means send it our way," Mary said.