Talent Injection: Military-Connected Talent as a Workforce Solution for the Health & Life Sciences Industry
Foreword
Over the course of the past two decades, while significant progress has been made in increasing career opportunities for military-connected talent, more must be done to create and sustain long-term career opportunities for veterans, military spouses, caregivers, and survivors. Together with Cicero Group | MGT, Johnson & Johnson, and our allies in the Health and Life Sciences Industry, we are embarking on a three-part whitepaper series to identify and build pathways to successful careers for military-connected talent within the Health and Life Sciences industries. Each volume of Talent Injection: Military-Connected Talent as a Workforce Solution for the Health and Life Sciences Industry will focus on a particular sub-industry within Health and Life Sciences and will dive into challenges, opportunities, and solutions to build a thriving military-connected talent pool that answers pressing issues in each industry.
At Hiring Our Heroes, we believe and see the value that veterans and military spouses bring to the workplace everyday. Their technical proficiency, education, leadership, knowledge, and attitudes bring strength to any industry they find themselves in. Our hope is that this research will allow industry leaders and key stakeholders to identify, strengthen, and ease barriers to entry into the healthcare provider industry for veterans and military spouses alike. It will surface new and emerging trends related to healthcare workforce development, economic opportunity, and the critical intersection of both with national security. Our goal through this research is to develop the business case for the growth of a strategic relationship between the healthcare provider industry and military-connected talent that can be scaled across a variety of other industries in the future.
Eric Eversole President, Hiring Our Heroes Vice President, U.S. Chamber of Commerce
Executive Summary
The healthcare industry has witnessed rapid growth in recent years, and healthcare payors are no exception. However, the aging workforce is retiring at a faster rate than employees can be replaced, creating a shortage of skilled workers within the healthcare payor industry. Given the right partnerships, education, and solutions, the industry has a strong opportunity to minimize talent shortages by tapping into the incredible talent pool of transitioning service members, veterans, and military spouses. This opportunity is predicated on the ability of myriad stakeholders to develop solutions and strategies that forge a more seamless relationship between the military-connected job seeker and healthcare payor employers.
Key Findings
A background in life sciences is not required to enter the industry but sets job candidates apart: Common corporate functions exist within the healthcare payor industry that do not require a science background or advanced degree, such as finance, IT, HR, recruiting, marketing, customer service, and business development. However, in an industry with so many nuances and a steep learning curve for new entrants, individuals familiar with healthcare and/or insurance stand out in applicant pools.
There is a high demand for data analytics skills: A talent gap exists in roles pertaining to data analytics, such as data scientists and actuaries, with 50% of insurance providers looking to hire individuals with this skillset.1 Appropriate data management, machine learning, and predictive analytics are crucial for healthcare payors to assess risk and make informed, data-driven decisions.
Service to others is a common attribute between those working in health fields and the military-connected community, setting the environment for high job satisfaction for military-connected individuals: Many transitioning service members fear they may not find purpose or fulfillment in civilian roles. The insurance industry may resonate with the militaryconnected community, as the number one priority for healthcare payors is the positive impact provided to members. Recruiters are looking to hire individuals with a natural drive to serve others, a key attribute of veterans and military spouses.
Military-connected individuals are an educated, trained, ready, and willing talent pool primed to solve workforce challenges: Veterans are equipped with vital workforce skills including decision-making, resilience, punctuality, strong team building, and leadership. Many military spouses offer higher levels of educational attainment than their civilian counterparts, have a desire and tools to build their skillset, and the ability to manage stress, take initiative, and provide diversity and perspective to work environments given their military-lifestyle experience.
Understanding the transferability of credits and experience to identify career paths that match their current skills and certifications can be a pain point for transitioning service members: There are many resources that assist transitioning service members in these tasks, but requirements often vary by state and employer. It is relevant for industry leaders to understand that there are service members who transition from the military with a background of knowledge and experience in healthcare and are primed to leverage their skills and expertise in the payor space.
Part-time and remote opportunities may appeal to military spouses facing frequent relocation and issues of childcare: Remote work has become much more attractive to military spouses, as it provides a way to build a career by staying with an employer for longer periods of time and offers more flexibility for parents struggling to find affordable childcare. As many insurance roles are related to data management and analysis, healthcare payors may offer more remote, hybrid, and part-time opportunities compared to other sectors within life sciences.
There are many resources for the military-connected community and employers: While many opportunities exist with healthcare payors, it can be challenging for veterans and military spouses to understand the employment landscape and navigate the job search. Similarly, employers need to know that resources exist for finding this talent. Hiring Our Heroes offers fellowships that place individuals in the military-connected community with employers committed to hiring them, and the Department of Defense has undertaken several initiatives to mitigate complications of relocation for military-connected talent.
The skills, education, and determination of military-connected individuals could help minimize the talent shortage in the healthcare payor industry.
Payors as an Employer
In the complicated landscape of healthcare, there can sometimes be a lack of clarity between healthcare payors and providers. While providers are those that directly administer care, payors manage the financial aspects of these services. Healthcare payors are insurance companies that assist customers in funding medical expenses through coverage and reimbursements. They serve as the intermediary between the healthcare provider (e.g., hospital, practice, etc.) and the individual receiving care. The classification of the type of healthcare payor can vary, but two common types of payors include government and commercial.
Payors finance healthcare services by collecting premiums of funds from members or employers, then using those funds to cover medical costs such as doctor visits, hospital stays, prescriptions, and more. There are many different aspects and areas of payor companies that can be confusing for candidates with no prior experience, especially in the instance where a healthcare provider is also the healthcare payor, like Kaiser Permanente. Despite its complexity, the payor industry serves as a promising field for the curious job seeker to enter.
Government payors include U.S. government-funded health insurance plans. These programs help support certain populations and economic statuses.
• Medicare
• Medicaid
• Children’s Health Insurance Program (CHIP)
Commercial refers to health insurance sold and administered by a private company (as opposed to the government). This is most often publicly traded insurance companies like UnitedHealth, Aetna, or Humana that provide individual and group health insurance plans. People are often covered by these types of plans through their employers but can also purchase them directly, or through an insurance marketplace.30
*Note: Commercial plans can also be referred to as employer-sponsored plans.
• UnitedHealth
• Humana
• CVS Health (Aetna)
• CareSource
• Kaiser Permanente
• Blue Cross Blue Shield
State of Play/Size of Industry
The payor industry has grown in tandem with the healthcare provider industry in recent years, with an expected compound annual growth rate (CAGR) of 7.3% by 2030. This growth, coupled with an aging workforce reaching retirement age, has resulted in a shift in the membership mix. As baby boomers reach the age of 65, more members are shifting to Medicare and Medicaid, and Affordable Care Act plans recently reached a record-breaking 21.3 million individuals covered. Though commercial plans sponsored by employers still remain the norm, consumers’ views on healthcare coverage are changing.15
This aging workforce, along with rapid industry growth, has created a talent gap similar to other healthcare subsectors. Employees are retiring at a faster rate than they can be replaced resulting in a shortage of skilled workers. The insurance industry, not specific to healthcare, is projected to lose around 400,000 workers through attrition by 2026.2 Despite high turnover rates, the industry continues to grow, with 42,500 more jobs in August of 2024 compared to August of 2023.16
The graph below shows employment levels for occupations common to the insurance carrier industry (not specific to healthcare payors). Employees in the ‘insurance carriers and related activities’ subsector are primarily engaged in underwriting annuities and insurance policies, selling such insurance policies, and providing other insurance and employee-benefit related services. Insurance sales agents are the dominant occupation in the space, making up 43% of the common occupations evaluated. For veterans that are service driven by nature, selling policies intended to protect the customer may be a natural fit.
Within the insurance sector (not specific to healthcare payors) there are high levels of female representation, especially in common insurance occupations such as underwriters (57%), sales agents (55%), and claims and policy processing clerks (80%).31 Each occupation has a higher percentage of women employed compared to the overall US workforce (46.8%).1 However, a gender disparity still exists at the executive level, and the insurance sector is not viewed as a
racially diverse workforce. White employees were overrepresented in underwriters (77%), sales agents (81%), and claims and policy processing clerks (72%).52 These occupations represent three out of the five largest insurance carrier occupations by employment.
While many opportunities in the insurance sector exist, employment levels vary by state. The states with the highest levels of employment in the insurance sector (not exclusive to healthcare) include Texas (261K), California (239K), Florida (218K), and New York (161K).53 For opportunities specific to healthcare, job seekers may want to target cities where industry leaders are headquartered, like Minnetonka, MN (UnitedHealth Group), Louisville, KY (Humana), Oakland, CA (Kaiser Permanente), or Indianapolis, IN (Elevance Health). Many government healthcare payors, like Medicare and Medicaid, are based in Baltimore. Luckily for job seekers, healthcare opportunities span nationwide.
Types of Work Available
Healthcare payor recruiters are conscious of industry nuances and looking to reach larger audiences of talent pools. While job candidates with a background in healthcare certainly have a competitive advantage among applicants, increasing awareness of positions that exist within the space is a great starting point.
There are a wide variety of job functions from industry-specific roles to common corporate positions. Within each market a healthcare payor serves, roles typically include Chief Medical Officer, Chief Claims Officer, operations, and community-based healthcare workers, workers who partner with members to ensure they have the correct plans and are receiving the correct care. Other positions include compliance and actuary roles, as well as typical corporate functions such as business development, HR, finance, legal, marketing, IT, and customer service. A basic understanding of the industry and/or prior experience in healthcare is extremely valuable, even for these positions, but can also be gained on the job. If job seekers are entirely new to an industry, there are strategies for getting up to speed and proving your competence in the interview process. A way to stand out amongst job applicants is proving you’ve done your research.
“Within the insurance space, I don’t think most people know all the different types of roles we have available.”
–
CareSource Recruiter
Which avenues does your company support?
CareSource supports Hiring Our Heroes through in-person and virtual hiring events, the direct referral program, and the Hot Jobs Newsletter.
What advice do you have for job seekers who are looking to join your company?
At CareSource, our mission is to make a lasting difference in our members’ lives by improving their health and well-being. We combine compassionate hearts with unique business expertise to make every opportunity count. Our goal is designing, implementing and optimizing innovative managed care programs that cultivate deeper partnerships, lower costs, increase access and improve outcomes for members, providers and the communities we serve. As part of our team, you’ll look for ways to do that every day. There is no one right way to be the difference - and we’re looking for people like you who will rewrite that definition every day. If you’re someone who enjoys defining what it means to make a lasting impact, we encourage you to explore our website and careers page for more details and current job opportunities.
Why does your company invest in hiring military community talent?
We are committed to fostering a workplace that appreciates the skills, resilience, and leadership that militaryaffiliated employees contribute. This commitment drives us to continue building a welcoming and supportive environment where everyone can succeed. We also have an Employee Resource Group dedicated to the military community, called the Military & Veteran Support Unit (MVSU), and we invest in our employees through development opportunities and internal mobility programs.
Best Practices for Entering a New Industry
1. Conduct Background Research:
Part of getting ready to change roles and/or industries is ensuring you have a solid understanding of where you’re going. Many resources, such as online publications, exist to boost your knowledge of the industry and help you stay up to date on news ranging from regulatory issues to actions of key industry leaders.
2. Identify Where You Fit:
Evaluating your skillset and tailoring those skills to meet industry needs is key to targeting roles that are not only of interest but also align with your capabilities. There are many roles within healthcare payors that require the skills of common corporate functions rather than extensive experience in life sciences.
3. Develop Industry-Specific Interview Materials:
Once you’ve learned about the industry and identified where you fit, it is crucial to communicate the value you add. Building industry specific resumes and cover letters can make individuals stand out in a large pool of applicants. While a resume highlights your experiences and skills, a cover letter can communicate how those make you a competitive candidate for the industry.
4. Gather Feedback:
A minor step that goes a long way is gathering feedback from individuals in the industry. Networking with those at companies or in roles that appeal to you can open the door for sharing interview best practices, resume review, or even job referrals. The Department of Defense, which offers specific resume review services, is a great resource for military-connected talent to leverage throughout the interview process.
5. Be Confident:
You’ve done the hard work, now you just need to communicate it! Industry recruiters gravitate towards candidates that can effectively and confidently communicate what they are looking for and why they are equipped to succeed.
Entry-level opportunities that do not require credentialing or licensure still exist within healthcare.
Whether job applicants hold a degree in life sciences, have experience, or are new to the industry, there are many entry-level positions available. 35% of common payor occupations require only a high school diploma, while 65% require a bachelor’s degree and none require an advanced degree. Healthcare recruiters welcome job applicants from a variety of backgrounds and work with prospective employees to match their expertise and skillset to suitable roles within the industry. For entry-level positions that may face higher turnover rates within the payor industry, like customer service representatives, healthcare employers can help improve job satisfaction through fostering a positive work environment (both in-person and virtual), providing professional development opportunities such as ongoing training, offering competitive benefits and compensation, and clearly communicating and advertising career advancement opportunities.72
Similar to other subsectors within life sciences, certifications and licensure required for roles within insurance vary by position and state. The requirements of common insurance/ healthcare payor roles are listed below:
Requirements of Common Insurance/Healthcare Payor Roles
Claims Processors/Adjusters
Sales & Marketing Professionals
Varies by state – licensure can be obtained by passing a licensing exam in some states, while others only require candidates to complete paperwork and pay a fee. Other states offer courses with an exam in place of the state adjuster exam.37
Varies by state – typically requires a pre-licensure course and state exam, however, some states allow candidates with a college degree to bypass the course. Some states require ongoing license renewals or courses to maintain licensure.38
Insurance Verification Specialists
Quality Improvement Coordinators
Implementation Specialists
Legal & Compliance Experts
Benefits Advisors
Certification is not always required, but HIPAA Certification, Insurance Verification Specialist Certification, and Specialization in Medical Administration are common certs held by interested job candidates.39
Employers value candidates who earn the Certified Professional in Healthcare Quality (CPHQ) certification.40
Certifications valuable for Insurance Implementation Specialists include Project Management Professional (PMP), Certified Implementation Specialist (CIS), and Certified Information Systems Auditor (CISA).41
Common certifications for Healthcare Network Managers include Certified Associate in Project Management (CAPM), Lean Six Sigma Yellow Belt Certification, and Certified Specialist Managed Care (CSMC),42 in addition to others.43
Additional certifications can increase candidates’ marketability to employers. One option includes the CHDA (Certified Health Data Analyst) through the American Health Information Management Association (AHIMA).44
Certification is not always required51 but strongly encouraged for those seeking full time employment in healthcare compliance.49 Healthcare compliance officers often have at least one of the following certifications: CHC, CHPC, CHRC, CHC-F, or CPCO.50
Varies by state – Some candidates pursue health and life insurance licenses but the requirements to obtain licensure vary by state. The Certified Employee Benefit Specialist certification is another that Insurance Benefits Advisors sometimes pursue.45
Health Informatics Specialists
Underwriters
Actuaries
Certification/licensure is not required, but the Health Information and Management Systems Society (HIMSS) credential can make candidates stand out.46
Manages and analyzes health data, ensures data accuracy, and implements technology solutions
Use statistical models to analyze data and calculate insurance risks, premiums, and reserves
Analyzes data to identify trends, assess program performance, and make recommendations
In managed care insurance, certifications can add credibility and demonstrate expertise, especially in areas like compliance, healthcare operations, and case management. Here are just a few of the certifications candidates interested in healthcare insurance occupations could pursue:
Certifications for Healthcare Insurance Occupations
Certification Notes
Community Health Worker (CHW)
Certified Health Education Specialist (CHES)
Certified Managed Care Professional (CMCP)
Certified Professional in Healthcare Quality (CPHQ)
Certified Case Manager (CCM)
Certified Healthcare Financial Professional (CHFP)
Project Management Professional (PMP)
Many states have CHW certification programs that require candidates to complete a set number of training hours (often around 100-160 hours) in areas like communication skills, outreach, patient advocacy, and health education. States such as Texas, Ohio, Massachusetts, and Florida have specific CHW certification programs.
This certification, offered by the National Commission for Health Education Credentialing (NCHEC), is useful for those focusing on health education and can enhance career growth.
Offered by the Health Care Compliance Association (HCCA), this certification covers key areas like managed care regulations, quality improvement, and provider contracting.
The CPHQ is focused on healthcare quality and outcomes and is beneficial for roles in quality assurance and improvement.
Offered by the Commission for Case Manager Certification, this certification is valuable for those handling case management, care coordination, and patient advocacy.
This certification is offered by the Healthcare Financial Management Association (HFMA) and is ideal for roles in finance within managed care organizations.
Since managed care often involves complex projects, PMP certification can be valuable for leadership roles, especially for those overseeing large healthcare projects.
Many of these certifications, and others within managed care insurance, can be earned through online courses. The Google Data Analytics Certificate is a certification that helps
boost candidates’ credibility and competencies in this high-demand field, and Salesforce Trailhead Military aids veterans, active duty, and transitioning service members in entering the tech field by providing free, online training can translate to IT roles in health insurance. Online certification options provide flexibility for professionals entering the field, something that is critical for busy military spouses and transitioning service members. Using a search engine to identify the organizations that offer online courses is the best way to find applicable programs.
The industry is full of opportunities for individuals with varying levels of certifications, experience, and education. Educational attainment of employees in the top three roles in the insurance carrier industry (underwriters, sales agents, and claims processors) varies, and it is quite common to work any of these jobs with less than a college education. While the majority of underwriters earned a bachelor’s degree (50%), 73% of claims processors did not earn a bachelor’s degree (58% earned only a high school diploma), and at most, only 2% of individuals employed in one of these occupations earned a doctoral or professional degree. Nonetheless, many insurance roles require specialized knowledge in insurance laws, compliance frameworks, and risk management.1
These three roles have the highest levels of employment today, but it must be noted that underwriting positions are anticipated to decline from 2022-2032 due to automation and increased efficiency, along with claims adjustment roles.64 Doctoral
Other entry level positions with insurance carriers include customer service representatives, insurance verification specialists, quality improvement coordinators, and insurance implementation specialists. Despite the position that job candidates pursue, healthcare payor recruiters strive to communicate the positive impact that all roles in insurance have on individuals, families, and communities each and every day.
Where Vacancies Exist
Of the various job functions, healthcare payor recruiters report challenges recruiting individuals with registered nurse certifications and education – skills that are valuable for community-based care workers. Without a background as a registered nurse or registered social worker, job candidates must undergo on-the-job training to acquire those skills and certifications.
Recruiters also struggle to fill positions associated with data analytics, such as data scientists and actuaries, yet despite these recruiting challenges, employment levels for actuarial roles are expected to increase.1 Appropriate data management, machine learning, and predictive analytics can help healthcare payors make informed, data-driven decisions to improve risk management, pricing, product management, patient care management, cost predictions, and more. This increased use of data to assess risk, detect fraud, and segment customers makes individuals with skills in data analytics, cybersecurity, and digital marketing in high demand. Over 50% of insurance providers are hiring workers for data analytics skills.1
Over 50% of insurance providers are hiring workers with data analytics skills 50%
Other roles in high demand for healthcare payors include healthcare IT specialists, medical coders, roles in claims & billing, and regulatory & compliance. However, finding qualified individuals for these roles is not the biggest challenge, it’s finding qualified individuals that also have a background in healthcare that has proven difficult for healthcare payor recruiters.
Veterans as a Talent Pool
Psychosocial Skills
It is critical for healthcare payor recruiters to know that many transitioning service members enter the civilian workforce equipped with valuable technical and psychosocial skills from their time in the military.
Veterans are also likely to embody a strong work ethic, punctuality, sharp attention to detail, and self-accountability,17 traits especially valuable for claims adjuster or examiner roles within insurance.
Transitioning service members may be more confident entering new roles, serve as more loyal employees, and better meet employer expectations due to their experience. The structure of the military develops strong team-building skills, as service members are trained to operate in a unit comprised of individuals from all different cultural backgrounds. The ability to support others and function well in a collaborative environment propels company culture in the workplace.
Many service members also step into leadership roles earlier than their civilian counterparts, resulting in strong project management skills. A recruiter at CareSource stated that strong project management skills were a key characteristic of military personnel who have thrived at their company. Service members may also have the ability to effectively communicate with others, regulate their emotions in stressful situations, plan and execute tasks in high-stress environments, and motivate team members to increase productivity and quality of work, making them competitive candidates for leadership positions.7
Above many other psychosocial skills, however, healthcare payor recruiters look for the natural drive to help others and strong communication skills. Communication skills are crucial for the insurance industry, as employees interact with individuals from a variety of ages and backgrounds. This strength, which many veterans possess, can foster positive and long-lasting customer relationships for healthcare payors.
”
“The military builds many transferable skills – time management, ability to lead others, show up on time, professionalism, and eagerness to learn and succeed.”
-CareSourceRecruiter
Technical Skills
In addition to soft skills, many veterans across different military disciplines offer technical skills valuable to healthcare payors, including risk mitigation, IT, management, and data analytics. The following table highlights only a few of the many roles that develop technical skills in high demand for healthcare payors.
Category of Role Relevant Skills
IT & Cybersecurity
Finance
Data Analysis
Administration
Knowledge of network management, data security, cybersecurity, and IT infrastructure can aid in managing patient records and protecting sensitive data
Expertise in financial analysis and planning can support cost management in processing claims, data entry, and quality assurance
Compiling and analyzing data, risk assessment, and experience using advanced analytical tools are valuable in identifying fraud and optimizing healthcare plans
Experience supporting fellow military personnel, encouraging career advancement, and answering questions builds communication skills crucial for effective customer service
Examples of Roles
Information Technology Specialist 25B (Army)
Cyber Operations Specialist 17C (Army)
Cyber Warfare Technician (Navy)
Cyber System Operations (Air Force)
Financial Management Technician 36B (Army)
Financial Management & Comptroller (Air Force)
Intelligence Analyst 35F (Army)
Intelligence Specialist (Navy)
Cyber Intelligence Analyst (Air Force)
Personnel Specialist (Navy)
The Department of Defense Credentialing Opportunities On-Line (COOL) allows individuals to search for their military occupational code (MOC) to find civilian careers that align with their existing skillset, industries where they may have extensive background knowledge, and also lists related credentials for each occupation.35 Kaiser Permanente, a leading healthcare payor, has made the process even easier for transitioning service members by providing a military skills translator directly linked on their website.69
Technical Skills in High Demand for Healthcare Payors
O*Net Titles Related to Healthcare & Social Assistance, Finance & Insurance
Healthcare & Social Assistance
Administrative Services Managers
Billing & Posting Clerks
Correspondence Clerks
Couriers & Messengers
Credit Counselors
Facilities Managers
File Clerks
First-Line Supervisors of Office & Administrative Support Workers
Finance
Finance & Insurance
2R1X1, 2R2X1, 3F1X1, 6C0X1, 70C
PERS, 6672
PERS, 0111, 6042, 6046
8S200, 8P100
N/A
CG-CEN10
1P0X1, 3F1X1, 0111
2G0X0, 2R1X1, 2R2X1, 2S0X0, 2T0X0, 3F0X0, 3F0X1, 3F5X0, 4A0X0
CG-FIN10
Health Services Systems Management 70D
Medical Administration Chief Warrant Officer
Claims Adjusters, Examiners & Investigators
Clinical Data Managers
Compensation & Benefits Managers
Compensation, Benefits & Job Analysis Specialists
Compliance Officers
MED
INV
MED
CG-FIN10, CG-SEI11
50A, YN, CG-FIN10, CG-SEI11, PERS, PS
CG-AVI12, CG-OAP10
*This list represents only a few out of the many O*NET Titles related to Healthcare and Social Assistance and Finance and Insurance. Additionally, while those highlighted above reflect mostly USAF MOCs, other military services also have relevant occupational codes.
It should also be noted that individuals who serve in the military, even in roles outside of those listed above, are likely to have a basic understanding of technology given the larger trend of the military becoming more tech-savvy out of necessity. The military continues to invest in strengthening its technical capabilities to remain competitive and military service members must adapt to the fast-paced, high-tech innovations the industry implements every day.36
Caddrecas Turner U.S. Army Veteran
Veteran Profile
Why did you choose your host company?
I chose Kaiser Permanente because of its commitment to healthcare innovation and strong emphasis on data-driven solutions, which align well with my background in logistics and data analytics. I saw an opportunity to apply my skills in a meaningful way to healthcare, a field that impacts so many lives directly. Additionally, I wanted to learn how large organizations manage complex information systems and support cross-functional teams, as I felt this experience would be valuable as I transition to a civilian career in information systems management.
How did the fellowship help you bridge the gap?
The fellowship has been instrumental in bridging the gap between my military experience and the civilian workforce. Working at Kaiser Permanente allowed me to gain hands-on experience with industry-standard tools and processes, particularly in project management, SharePoint administration, and cross-functional collaboration. It also exposed me to the civilian healthcare industry’s specific compliance and operational needs, which helped me better understand the expectations and workflows in this sector.
What advice would you give to other transitioning service members considering the same path?
I would encourage other transitioning service members to choose a fellowship that aligns closely with their long-term career goals. It’s important to be open to learning new systems and adapting to different organizational cultures. Additionally, making the most of mentorship and networking opportunities can provide valuable support during the transition. Embracing a growth mindset and being proactive in contributing to the team can make the experience even more rewarding and impactful.
“The fellowship has been instrumental in bridging the gap between my military experience and the civilian workforce.” ”
Skills Translation & Credit for Experience
There are many resources that allow transitioning service members to cross walk their skills to civilian careers, in addition to the O*NET OnLine Crosswalk Search, including Career One Stop, Military Skills Translator on Military.com, and My Next Move, Army COOL (Credentialing Opportunities On-Line, also mentioned above), and VMET. Most sites allow individuals to search for their military role using their Military Occupational Classification code (MOC) and relevant experiences to find opportunities that require a similar skillset,12 while others provide resume help or financial assistance to earn credentials. Some states offer a specific crosswalk guide that tracks which military certifications transfer to different civilian occupations. This is extremely helpful for transitioning service members looking for an occupation in which they already meet some of the education, certification, and experience requirements. The healthcare payor industry may be a natural fit for service members with relevant experience in IT, finance, or human resources.
Over the past several decades, progress has been made in offering academic credit for military experiences through the joint services transcript (JST), available to those who serve in the Army, Coast Guard, Marine Corps, and Navy. These transcripts show training that is accredited by the American Council on Education (ACE) and can allow a transitioning service member to bypass some academic coursework needed to pursue a degree, which may be required for employment, depending on the position. Despite this tool, many university admissions officers are often unfamiliar with the JST, and this results in uneven acceptance of transfer credits. In order for tools and benefits like the JST and G.I. Bill to be optimized, it is critical for educational institutions offering support for military-connected students to undertake efforts to train admissions officers and staff to better understand their use.
Military Spouses as a Talent Pool
For those who advocate for military spouses or military family issues, it is no surprise that military spouse economic opportunity is often raised as one of the most pressing issues facing military families. Hiring Our Heroes conducted a survey in 2022 of 4,118 civilian military spouses.5 For the purpose of this survey, Hiring Our Heroes defined civilian military spouse as a person who is currently married to an active-duty service member, reservist, National Guard member, or a retiree/veteran, and never served in the military themselves. Most active-duty military spouse respondents needed or wanted to work; however, only 34% were employed full-time, 13% were employed part-time, 10% were self-employed, and only 6% were not employed and not looking for work. 32% (nearly the same share of respondents that were fulltime employees), were unemployed but seeking work.5 Although 70% of military spouses had worked a typical, in-person 9-5 job, less than 10% considered this ideal.6
Despite the realities of military life: frequent relocation, unpredictable schedules of service members, and issues of childcare – nearly all active-duty spouses from the survey have been employed or looked for work during their time as a military spouse.5
Many military spouses are equipped with higher education or specialty training, with an ability to adapt, think critically, manage stress, take initiative, and provide diversity and perspective to work environments given their military-lifestyle experience. They are a ready and willing talent pool, one that is primed to solve workforce challenges in an occupational field facing talent shortfalls.
In the United States, there are... 1 million + millions of
A recent survey of active-duty military spouses found that most respondents needed or wanted to work; however, only 34% were employed full-time. highly qualified active duty/reserve military spouses highly qualified veteran military spouses
Educational Attainment
Three in four of all military spouses completed a college education, while just 3% earned only a high school diploma or less.5 The military spouse population, on average, achieved higher educational attainment than the general U.S. population aged 25 and older. In total, 84% of military spouses have at least a college degree (associates or higher), compared to only 48.4% of the general population aged 25 and older. While women are overrepresented in the military spouse community – making up 92% of respondents – only 39% of civilian women aged 25 and older had completed a bachelor’s degree or higher in 2022 (compared to 75% of survey respondents).4 Military spouses are motivated to succeed and offer competitive levels of educational attainment compared to the general civilian population, yet 88% of respondents reported that the military lifestyle impacts their ability to find jobs at their experience and/or education levels.5
High School Diploma (or less)
Some college but no degree Associate degree
Bachelor’s degree
Master’s/Professional degree
of military spouses have at least a college degree (associates or higher), compared to 48.4% of the general population
Desire to Upskill/Reskill
Not only have most military spouses earned a college degree, but many also expressed interest in pursuing training or education to improve their skill sets and make them more competitive candidates for job opportunities. 8 in 10 surveyed military spouses revealed they have already taken part in additional training or education to improve their job or career, 52% of respondents said they were “very likely” to do so, and 29% said they were “somewhat likely” to do so.6 These responses were most common among military spouses with higher levels of educational attainment (66% of those with a graduate/professional degree, 53% of those with a bachelor’s degree, and 44% of those with an associate degree or some college). Close to half of respondents were interested in building their skills through additional training on marketing and social media (58%), general business software (48%), website design (47%), and basic productivity software (40%).6 These skills may add value in payor roles pertaining to sales, office & administrative support, and business & financial operations, and the desire to upskill is critical for an industry with so many nuances that often requires additional certifications.
In addition to the desire and propensity to acquire new skills, education, and training, military spouses have access to several specialized funding and training opportunities, like the My Career Advancement Account (MyCAA) offered by DoD, or free training opportunities offered by companies like Microsoft, Google, and Salesforce.
Addressing Frequent Relocation & Childcare Needs
Issues of childcare, unpredictable service member schedules, and frequent relocation are primary challenges for military spouses looking to build their career. In the 78% of military families who have children,5 parental duties often fall heavily on military spouses due to the intense and varied hours of service members. Without reliable childcare, military spouses may struggle to pursue full-time employment.
Military spouses often feel overwhelmed when starting the job search and recruitment process after a recent relocation. Even when getting through the recruitment process, resume gaps due to relocation and an inability to commit to a minimum amount of time resulted in higher difficulty landing a job. “It is often difficult for a military spouse to continue his or her career because of the rate at which we move from state to state or even country to country. This is the situation I found myself in when my husband commissioned in the US Army.”65 As a result, remote work opportunities have become much more attractive to military spouses.
Ornella Nzegbuna
U.S. Army Spouse
Military Spouse Profile
Company: Humana
Position: Senior Consumer Experience Professional
Why did you choose your host company?
I chose Humana because their mission to prioritize health and wellbeing aligns with my professional values. I admire their innovative solutions and member-centric care.
What has been your biggest challenge as a military spouse in the workforce?
The biggest challenge has been finding a position flexible enough to accommodate the frequent relocations required as a military spouse.
How is this fellowship helping you achieve your goals?
The Department of Defense’s Military Spouse Career Accelerator Pilot (MSCAP) fellowship has provided a valuable opportunity for professional growth within a forward-thinking organization. Humana’s commitment to innovation and member-centric care supports continuous learning and the remote role offers flexibility for future transitions.
What’s next for you?
Upon completing my MSCAP fellowship, I accepted a job offer from Humana as a Customer Service Operations Professional.
“The biggest challenge as a military spouse in the workforce has been finding a position flexible enough to accommodate the frequent relocations required as a military spouse.” ”
41% of military spouses cited their “ideal work situation” as fully remote and 22% hoped to work remotely at least some days of the week. This sentiment was consistent across spouses from all education and experience levels.6 Remote work allows military spouses to build a career by staying with an employer for longer periods of time. Military spouses are not alone in their preference for remote work. In 2023, 98% of workers stated a preference to work remotely, at least some of the time, while 65% of employees want to work remotely all the time.8
The structure of most healthcare payor occupations may appeal to military spouses. Remote work is prevalent in the insurance industry as typical occupations do not require full-time, onsite assistance. Part-time and remote work can be used as a tool to combat the talent shortage insurance companies are facing by supporting employee’s needs of a more flexible work schedule. A survey conducted in October 2022 addressed employees of all insurance carriers (not just healthcare), in which 41% of respondents said they work from home five days a week on average. Combined, a total of 68% of respondents said they work from home more than three days per week, indicating that the majority of the insurance workforce works a hybrid work schedule.32 As a large portion of the industry’s employees retire, embracing remote work can combat the talent shortage insurance companies face.
In addition to remote opportunities, many part-time jobs exist within the industry. Customer service reps, sales reps, insurance agents, and claims adjusters are occupations that typically offer part-time opportunities. While the average weekly hours for the overall ‘insurance carriers and related activities’ industry (not specific to healthcare) hovers at 36.7 hours per week, 40% of active job listings posted by leading healthcare payors are part-time.
41% of military spouses cited their “ideal work situation” as fully remote and 22% hoped to work remotely at least some days of the week.
Jessica Saunders Caregiver of a Wounded Warrior
Military Spouse Profile
Company: CVS Health/Aetna
Role: Case Management Analyst
How did you come across Hiring Our Heroes as a resource? I ran across Hiring Our Heroes from a case manager at Wounded Warrior Project.
What was your experience utilizing Hiring Our Heroes and how did the Career Connector team help you achieve your career goals?
My Career Connector helped prepare me for my role by sending me many resources and webinars on peer support, resume preparation, and interview preparation. They also elevated my resume to their partner companies that had positions I applied for. All of these actions and resources helped me reach my employment goals.
What advice would you give to other caregivers or military spouses seeking employment? My advice for others is don’t lose hope and continue doing the work to promote and elevate yourself throughout your job seeking experience.
“My advice for others is don’t lose hope and continue doing the work to promoted and elevate yourself throughout your job seeking experience.” ”
Tools for Veterans & Military Spouses to Explore Careers in Healthcare Payor Occupations
While there are many open opportunities in the healthcare payor industry, it can be challenging for a veteran or military spouse to know where to start. There are many resources that can be a springboard to access jobs, training, and licensing and credentialing that can be valuable to this population.
Hiring Our Heroes offers a variety of fellowships for military-connected talent that place individuals with employers committed to hiring them. Fellowships take the form of industry-focused programs and vary based on the needs of partner companies and candidates. These fellowships provide industry-specific training and professional experience in high-demand career fields. Fellows receive hands-on work experience over 12 weeks, with the goal of transitioning to full-time employees at the end of the program. Hiring Our Heroes currently partners with over 300 companies to bring careers in healthcare, insurance, and a myriad of other industries, with key payor partners including Blue Cross Blue Shield Association and CNA.33 Additionally, the Military Spouse Career Accelerator Pilot (MSCAP), a unique collaboration between the Department of Defense and Hiring Our Heroes, offers accepted participants 12-week fellowships at employers across various industries and locations throughout the United States. The program is open to active duty, reserve, and National Guard Spouses and has an 85% success rate for permanent placement. The Department of Defense also offers credentialing programs for active-duty members that boost candidates’ credentials prior to leaving the service and entering the workforce.11 Over 2,000 credentials are available across these programs, with resources for candidates to track requirements by state.10
Educational benefits that allow for upskilling, reskilling, and attainment of degrees exist for both veterans and military spouses. For instance, the Department of Defense My Career Advancement Account (MyCAA) offers small scholarships for certain military spouses to attain additional training that allows them to move into high-growth, portable careers. MyCAA allows users to search for institutions and programs they can attend, and there are currently twenty three insurance-specific programs available that focus on building skills such as risk management, insurance management, insurance billing and coding, medical insurance billing, and more.34 More comprehensively, the post 9/11 G.I. Bill benefits can propel the careers of
transitioning service members or certain spouses through funding for education or job training. These benefits can be transferred to a spouse or dependent children if unused by the veteran, but qualifications and transferability vary by bill.13 Though candidates can filter by desired companies, schools, or industries to see what opportunities are available,14 understanding eligibility requirements has proved difficult for veterans, as it is dependent on many factors like period and length of service, disability status, etc.19
Where Do We Go From Here?
It is estimated that 200,000 transitioning service members enter the workforce each year.20 Further, there are more than one million active duty, National Guard, and Reserve military spouses, and millions more veteran military spouses in the United State.18 This large talent pool could minimize the talent shortage healthcare payors face, plugging into an industry where customer needs are the highest priority. Across the payor employment landscape, employees are dedicated to caring for and serving their members, an attribute likely to resonate with military veterans and spouses.
The healthcare payor industry has an opportunity to address current industry human capital needs while supporting our military-connected community, and the industry alone can’t solve these challenges. Various stakeholders must work together to minimize talent shortages while reducing barriers to entry for veterans and military spouses.
1.
Employers: Engage with trusted resources to access the military and veteran community
Working in partnership with organizations like Hiring Our Heroes can provide thought-leadership, expertise, and access to the military-connected community. By engaging with organizations that are already working to address veteran and military spouse economic opportunity, the industry does not need to re-invent the wheel when it comes to recruitment, best practices, or access. The Department of Defense also offers support to employers through the Military Spouse Employment Partnership (MSEP)
The best way to understand military-connected talent is to see it in action. Employers in the healthcare payor industry can register to become an employer with programs like the Department of Defense SkillBridge Program, the Department of Defense Military Spouse Fellowship, Hiring Our Heroes Fellowships. Many healthcare payors, including UnitedHealth Group66, have already pursued some of these impactful partnerships making them attractive employers for the military-connected community to consider. 2.
Employers: Access talent programs that introduce or reintroduce veterans and military spouses into the civilian workforce.
3. Employers: Tailor marketing and recruiting strategies to military-connected talent. Employers can be intentional in their efforts to attract military talent by distributing specialized marketing materials that encourage individuals to apply, even if they are new to the industry, along with materials that highlight remote and part-time opportunities, apprenticeships, and military-specific hiring pathways, such as SkillBridge and Hiring Our Heroes Corporate Fellowship programs. This can raise awareness of open positions, qualifications, skill-building, and career ladder opportunities for the military-connected community within healthcare payor organizations. Employers can also reduce barriers to entry for military talent by ensuring HR personnel are trained on how military experience can translate to the civilian workforce and committed to hiring military-connected talent.
4. Employers: Provide a supportive environment for veteran and military spouse talent. Retention of quality talent is dependent on employee experience. By using best practices like development opportunities, mentorship, or employee resource groups, employers can ensure that those transitioning into a new work environment feel welcomed and supported. These types of programs can also be a rewarding developmental experience for veterans and military spouses, leveraging their experience as leaders as their tenure with an organization increases. Humana’s SALUTE network resource group (NRG)67 is a great example as its mission is to “serve as a first line resource on Humana policy, advocacy, health and community engagement for their military and veteran employees, families, and allies,” offering quarterly virtual sessions aimed at easing the transition into the civilian workforce, a mentorship program, interim career coaching, and many other programs tailored to the military community.68 Kaiser Permanente has also made great strides in supporting transitioning service members by offering the “Military Officer Transition Program.”70 This two-year rotational program assigns veterans with a mentor, provides virtual and in-person training, and allows veterans to gain hands-on experience within three to four different areas of the organization, significantly easing the transition into the civilian workforce. Both Humana and Kaiser Permanente, along with Blue Cross Blue Shield of Louisiana, Elevance Health, and UnitedHealth Group, were recognized amongst the top Military Friendly Companies of 2024, showcasing exceptional commitment to supporting the military community.71
5.
Veterans and Military Spouses: Leverage resources to “get smart” on the healthcare payor industry.
While the healthcare payor industry welcomes many nuances, there are a host of different types of literature, websites, and articles to educate the curious job seeker. A popular publication amongst industry stakeholders, the ‘Health Payer Specialist’, is a great resource to stay up to date on administrative changes in the government, drug prices and inflation, benefits expansions, regulatory issues, actions of key industry leaders, and more. Gaining a broader understanding of industry trends may not only reveal specific areas of interest but also highlight potential employment opportunities.
6.
Veterans and Military Spouses: Be proactive!
If you believe a role with a healthcare payor could be right for you, don’t wait to explore opportunities. Many positions in the industry, including those considered entry-level, require certifications that must be earned by taking a course and/or passing an exam. Don’t wait until you’re transitioning out of the service or preparing for a relocation, it is never too early to begin researching roles, networking with players in the space, and kickstarting your journey to gaining employment in the healthcare payor industry.
Veterans and Military Spouses: Identify a role that is right for you. Gaining an understanding of the employment landscape and identifying discrete opportunities that align with your interest and skillset can set you apart from other job applicants. Healthcare payor recruiters shared a key characteristic of veterans and mil-spouses that have succeeded in interviews – the ability to communicate how your unique experiences and skills make you a qualified and standout candidate. Interviewees that can 1) articulate what they are looking for in a career, 2) specify why a specific role within insurance meets that need, and 3) express how they are equipped to succeed in that role, are those who land an offer. Do not defend your “untraditional” career path – own it!
Nonprofit, Government, and Corporate Entities: Boost widespread industry understanding through informational resources. Job candidates may be unaware of opportunities or may be overwhelmed approaching an industry with such a robust employment landscape. Nonprofit and government entities can partner with healthcare payors to increase awareness of opportunities through industry-specific career fairs, speaker panels, or the development of a Healthcare and Life Sciences Career Guide for the military community, etc. 7.
Sources
1. “Skills Gap in Insurance Industry’s Aging Workforce Is a Growing Concern.” RSM US, rsmus.com/ insights/industries/insurance/skills-gap-in-insurance-industrys-aging-workforce-is-a-growing-concern. html. Accessed 3 Mar. 2025.
2. Araullo, Kenneth. “US Insurance Sector to Lose around 400,000 Workers by 2026.” Insurance Business America, Insurance Business, 14 Nov. 2023, www.insurancebusinessmag.com/us/ news/breaking-news/us-insurance-sector-to-lose-around-400000-workers-by-2026-466593. aspx#:~:text=New insight highlights concern around an aging workforce&text=The insurance industry in the,workers through attrition by 2026.
3. “Industries at a Glance: Insurance Carriers and Related Activities: NAICS 524.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, www.bls.gov/iag/tgs/iag524.htm. Accessed 3 Mar. 2025.
4. Bureau, US Census. “Census Bureau Releases New Educational Attainment Data.” Census.Gov, 24 Feb. 2022, www.census.gov/newsroom/press-releases/2022/educational-attainment.html.
5. “The Hidden Financial Costs of Military Spouse Unemployment.” Hiring Our Heroes, 6 Nov. 2023, www.hiringourheroes.org/resources/hidden-financial-costs-military-spouse-unemployment/.
6. “Military Spouse Career Journeys - Examining Entrepreneurship, Remote Work, and Upskilling as Drivers of Economic Success for Military Spouses.” MilSpouse Roadmap, www.milspouseroadmap. org/research/. Accessed 4 Mar. 2025.
7. Usvm. “5 Skills Veterans Bring to Workplace | U.S. Veterans Magazine.” U.S. Veterans Magazine, 4 Dec. 2023, usveteransmagazine.com/usvm/5-skills-veterans-bring-to-your-business-why-you-shouldhire-them/. Accessed 4 Mar. 2025.
8. “Top Remote Work Statistics and Trends.” Forbes, Forbes Magazine, 12 Feb. 2025. www.forbes.com/ advisor/business/remote-work-statistics/.
9. “Educational Attainment for Workers 25 Years and Older by Detailed Occupation.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 29 Aug. 2024, www.bls.gov/emp/tables/educationalattainment.htm.
10. Rfletcher. “Military Spouse State Licensing and Career Credentials.” Military OneSource, 24 Jan. 2025, www.militaryonesource.mil/education-employment/seco/state-licensing-and-career-credentialsinitiative/.
11. “Certifications, Licensure, and Apprenticeships” Department of Defense (DoD) Credentialing Programs, United States, chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https:/www.cool. osd.mil/usn/docs/dod-cool-talking-points.pdf. Accessed 4 Mar. 2025.
12. “Military Crosswalk Guide – Occupational Category – Medical and Health.” The State of Texas State Auditor, chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https:/hr.sao.texas.gov/ Compensation/MilitaryCrosswalk/MOSC_MedicalandHealth.pdf. Accessed 4 Mar. 2025.
13. “Post-9/11 G.I. Bill (Chapter 33).” Veterans Affairs, www.va.gov/education/about-gi-bill-benefits/ post-9-11/. Accessed 4 Mar. 2025.
14. “G.I. Bill Comparison Tool.” Veterans Affairs, www.va.gov/education/gi-bill-comparison-tool/?searc h=name&name=healthcare&excludeVettec=true&excludedSchoolTypes%5B%5D=HIGH+SCHOOL. Accessed 4 Mar. 2025.
15. ClarisHealth. “Maximizing Opportunity with 2025 Healthcare Payer Technology Trends.” ClarisHealth, 10 Feb. 2025, www.clarishealth.com/blog/healthcare-payer-technology-trends/.
16. Susan Ladika|September 13, 2024. “Unemployment in Insurance Hits Highest Level in a Year.” Health Payer Specialist,www.healthpayerspecialist.com/c/4620044/612004?referrer_ module=searchSubFromHP&highlight=labor+market+trends. Accessed 5 Mar. 2025.
17. Professor, America’s. “Insurance Careers for Veterans.” Go To ., 24 May 2023, americasprofessor. com/general/insurance-careers-for-veterans/.
18. Hiring Our Heroes. “3 Surprising Things about Military Spouses in the Workplace.” Hiring Our Heroes, 20 Dec. 2022, www.hiringourheroes.org/stories/military-spouses-in-the-workplace/.
19. Frogner, Bianca K, et al. 2016, Pathways for Military Veterans to Enter Healthcare Careers. Accessed 5 Mar. 2025.
20. “Military Well Prepared for Civilian Transition, Official Says.” U.S. Department of Defense, www. defense.gov/News/News-Stories/Article/Article/3561651/military-well-prepared-for-civilian-transitionofficial-says/. Accessed 5 Mar. 2025.
21. “Military-to-Civilian Crosswalk Tools.” Workforce Solutions Heart of Texas, www.hotworkforce.com/ program-services/veteran-services/military-to-civilian-crosswalk-tools/. Accessed 5 Mar. 2025.
22. McDonald, Joel. “Starting off the New Year Right: Progress for Military Spouse Employment.” Blue Star Families, 29 Apr. 2022, bluestarfam.org/2022/01/employ-military-spouse/.
23. “Belonging at Work.” Hiring Our Heroes, 8 Nov. 2023, www.hiringourheroes.org/resources/ belonging-at-work/.
24. “Working Around the Military Challenges of Military Spouse Employment.” RAND National Defense Research Institute. Accessed 5 Mar. 2025.
25. “Veterans in the Workplace 2023.” Hiring Our Heroes, 8 Nov. 2023, www.hiringourheroes.org/ resources/veterans-in-the-workplace-2023/.
26. “How Military Service Can Hurt Some Job Seekers’ Prospects: Duke’s Fuqua School of Business.” How Military Service Can Hurt Some Job Seekers’ Prospects | Duke’s Fuqua School of Business, www. fuqua.duke.edu/duke-fuqua-insights/how-military-service-can-hurt-some-job-seekers%E2%80%99prospects. Accessed 5 Mar. 2025.
27. Mael, Fred, et al. “Veterans to Workplace: Keys to Successful Transition.” Military Psychology : The Official Journal of the Division of Military Psychology, American Psychological Association, U.S. National Library of Medicine, 1 Mar. 2022, pmc.ncbi.nlm.nih.gov/articles/ PMC10013406/#:~:text=only 38%25 of employers believe,for non%2Dmilitary roles.%E2%80%9D.
28. “Insurance Carriers and Related Activities - May 2023 OEWS Industry-Specific Occupational Employment and Wage Estimates.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 3 Apr. 2024, www.bls.gov/oes/2023/may/naics3_524000.htm.
29. “Insurance Carriers.” Data USA, datausa.io/profile/naics/insurance-carriers#:~:text=Races-,In 2022%2C 69.4%25 of the workforce in the Insurance carriers,and Two or More Races. Accessed 5 Mar. 2025.
30. Green, Laura. “Commercial Health Insurance: Definition, Types, and Examples.” Investopedia, Investopedia, www.investopedia.com/terms/c/commercial-health-insurance.asp#:~:text=What Is the Difference Between,2. Accessed 5 Mar. 2025.
31. Williams, Tasha. “Latest Research and Analysis.” The Trusted Source of Unique, Data-Driven Insights on Insurance to Inform and Empower Consumers., 21 Mar. 2024, insuranceindustryblog.iii.org/ women-are-fueling-industry-prosperity-but-left-out-of-the-c suite/#:~:text=Bureau of Labor Statistics (BLS,and 56.9 percent of underwriters.
32. Lichtenstein, Ellen. “Unlocking the Future: Remote Work’s Impact on the Insurance Industry.” AgentSync, 16 Oct. 2023, agentsync.io/blog/ease-of-doing-business/unlocking-the-future-remoteworks-impact-on-the-insurance-industry#:~:text=days each week.-,According to data from WFH Research%3A,work entirely from an office.
33. “Partners.” Hiring Our Heroes, 28 Feb. 2025, www.hiringourheroes.org/partners/.
34. “Loading MYCAA...” My Career Advancement Account, mycaa.militaryonesource.mil/mycaa/schools/ program-search?programName=insurance&take=20&skip=20&pageIndex=1. Accessed 5 Mar. 2025.
35. DoD Cool Portal - Research Military Occupations, www.cool.osd.mil/research-military-occupations. htm. Accessed 5 Mar. 2025.
36. “DoD Harnessing Emerging Tech to Maintain Enduring Advantage.” U.S. Department of Defense, www.defense.gov/News/News-Stories/Article/Article/3532946/dod-harnessing-emerging-tech-tomaintain-enduring-advantage/. Accessed 5 Mar. 2025.
37. What Is a Claims Adjuster? (With Types and Duties) | Indeed.Com, www.indeed.com/career-advice/ finding-a-job/what-is-a-claims-adjuster. Accessed 5 Mar. 2025.
38. Learn about Being an Insurance Agent | Indeed.Com, www.indeed.com/career-advice/careers/whatdoes-an-insurance-agent-do. Accessed 5 Mar. 2025.
39. “Breaking into the Field: How to Become an Insurance Verification Specialist.” Durable Medical Supplies, www.promed-dme.com/resource/how-to-become-an-insurance-verification-specialist. Accessed 5 Mar. 2025.
40. “How to Become a Quality Improvement Coordinator .” Western Governors University, 2 Apr. 2024, www.wgu.edu/career-guide/healthcare/quality-improvement-coordinator-career.html.
41. “Implementation Specialist.” Edmates, 14 Aug. 2024, www.edmates.com/career-guide/ implementation-specialist/.
42. “How to Become a Healthcare Manager.” Herzing University, 3 Feb. 2025, www.herzing.edu/ become/healthcare-manager.
43. “4 Certification Options for Healthcare Managers.” Herzing University, 1 June 2023, www.herzing. edu/blog/4-certification-options-healthcare-managers.
44. “What Is a Health Policy Analyst?” Master’s in Public Health Degree Programs, 24 June 2022, www. masterspublichealth.net/faq/what-is-a-healthcare-policy-analyst/.
45. How to Become a Benefits Adviser (plus Duties and Salary) | Indeed.Com, www.indeed.com/careeradvice/finding-a-job/how-to-become-benefit-advisor. Accessed 5 Mar. 2025.
46. Jordan, Alyssa. “How to Become a Health Informatics Specialist: Requirements.” Brookline College, Alyssa Jordan https://www.brooklinecollege.edu/wp-content/uploads/2020/11/brookline-collegelogo.svg, 14 Mar. 2022, www.brooklinecollege.edu/blog/how-to-become-a-health-informaticsspecialist/.
47. Kulkarni, Prajacta. “How to Become a Healthcare Data Analyst: 4 Steps.” Northeastern University, 27 Feb. 2025, online.northeastern.edu/resources/how-to-become-a-healthcare-data-analyst/.
48. Learn about Being an Actuary | Indeed.Com, www.indeed.com/career-advice/careers/what-does-anactuary-do. Accessed 5 Mar. 2025.
49. “How to Get Certified in Health Care Compliance.” Pitt Law MSL Online Program, School of Law, University of Pittsburgh, 5 Feb. 2025, online.law.pitt.edu/blog/how-to-get-certified-in-health-carecompliance.
50. 50. Eisenstein, Written by Lena, and Lena Eisenstein. “How to Become a Healthcare Compliance Officer.” BoardEffect, 1 Feb. 2021, www.boardeffect.com/blog/how-to-become-a-healthcarecompliance-officer/.
51. Amanda Marten, MSN. “A Guide to Your Career in Healthcare Compliance.” MedTrainer, 24 Jan. 2025, medtrainer.com/blog/a-guide-to-your-career-in-healthcare-compliance/.
52. “Employed Persons by Detailed Occupation, Sex, Race, and Hispanic or Latino Ethnicity.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, www.bls.gov/cps/cpsaat11.htm. Accessed 5 Mar. 2025.
53. Employment in the U.S. Insurance Sector 2019-2022, by State, www.statista.com/statistics/429066/ employment-in-insurance-sector-usa-by-state/. Accessed 5 Mar. 2025.
54. 10 Careers in Health Insurance (with Salaries) | Indeed.Com, www.indeed.com/career-advice/findinga-job/careers-in-health-insurance. Accessed 5 Mar. 2025.
55. “Network Manager Salary (March 2025).” Zippia, 8 Jan. 2025, www.zippia.com/salaries/networkmanager/.
56. “Compliance Officers.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 3 Apr. 2024, www.bls.gov/oes/current/oes131041.htm.
57. “Health Policy Analyst: Salary and Job Description.” Maryville Nursing, nursing.maryville.edu/blog/ health-policy-analyst-salary-job-description.html. Accessed 5 Mar. 2025.
58. “How to Become a Healthcare Analyst: Everything You Should Know.” Forbes, Forbes Magazine, 5 Mar. 2024, www.forbes.com/advisor/education/healthcare/become-a-healthcareanalyst/#:~:text=Healthcare analyst job descriptions require,pursue certificate and certification options.
59. University of San Diego Online Degrees. “Health Care Informatics Jobs and Salaries: What You Need to Know.” University of San Diego Online Degrees, 14 Jan. 2025, onlinedegrees.sandiego.edu/ healthcare-informatics-jobs-salary/.
60. Salary: Quality Improvement Coordinator (August, 2022) | Glassdoor, www.glassdoor.com/Salaries/ quality-improvement-coordinator-salary-SRCH_KO0,31.htm. Accessed 5 Mar. 2025.
61. “Human Resources Specialists.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 3 Apr. 2024, www.bls.gov/oes/2023/may/oes131071.htm.
62. Healthcare Customer Service Representative Salary in United States, www.indeed.com/career/ healthcare-customer-service-representative/salaries. Accessed 5 Mar. 2025.
63. “Educational Attainment for Workers 25 Years and Older by Detailed Occupation.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, 29 Aug. 2024, www.bls.gov/emp/tables/educationalattainment.htm.
64. “Insurance Degrees & Careers: How to Work in the Insurance Field.” LearnHowToBecome.Org, 10 Nov. 2020, www.learnhowtobecome.org/finance-business-careers/insurance/.
65. M., Sarah “Sparkles.” “Amazon Warrior Success Story: Military Spouse Lyndsey.” LinkedIn, 8 Mar. 2018, www.linkedin.com/pulse/amazon-warrior-success-story-military-spouse-lyndsey-sarah-martin/.
66. “Military & Veteran Programs.” English- UnitedHealth Group, www.unitedhealthgroup.com/careers/ en/work/military-veteran.html. Accessed 5 Mar. 2025.
67. “HHH Impact Report 2023” Find Medicare Plans and Health Insurance Coverage, www.humana.com/ about/impact. Accessed 5 Mar. 2025.
68. “Saluting the Military and Veteran Community.” Humana News & Press, news.humana.com/news/ articles/saluting-the-military-and-veteran-community-.html. Accessed 5 Mar. 2025.
69. “Military.” Working at Kaiser Permanente - Kaiser Permanente, www.kaiserpermanentejobs.org/ military-old. Accessed 5 Mar. 2025.
70. “Military.” Military - Kaiser Permanente, www.kaiserpermanentejobs.org/military/#jmo-program. Accessed 5 Mar. 2025.
71. “2024 Military Friendly® Companies.” Military Friendly, www.militaryfriendly.com/mfc/. Accessed 5 Mar. 2025.
72. Tuite, Brian. “How to Improve Contact Center Agent Retention.” Forbes, Forbes Magazine, 13 Aug. 2024, www.forbes.com/councils/forbesbusinesscouncil/2023/11/21/how-to-improve-contact-centeragent-retention/.
73. “73 Bachelor’s Degree Statistics and Facts: Nu.” National University, National University, 7 Nov. 2024, www.nu.edu/blog/bachelors-degree-statistics/.
74. “Military Spousal Employment Critical in ‘Readiness.’” National Archives and Records Administration, National Archives and Records Administration, obamawhitehouse.archives.gov/blog/2013/07/08/ military-spousal-employment-critical-readiness. Accessed 5 Mar. 2025.
75. “Labor Force Participation Rate for Women Highest in the District of Columbia in 2022.” U.S. Bureau of Labor Statistics, U.S. Bureau of Labor Statistics, www.bls.gov/opub/ted/2023/labor-forceparticipation-rate-for-women-highest-in-the-district-of-columbia-in-2022.htm. Accessed 5 Mar. 2025.