Elevance Health reviews

New Senior Leaders (CEO, CHRO) come in every few years, change strategy, and implement reorg after reorg. People are laid off often, leaving others fearing that they are next. Leaders don't seem to appreciate talent and on paper want to retain good talent, but aren't able to promote (due to budget constraints and other restrictions). Associates tend to work a lot of overtime and do whatever it takes to meet business partner expectations, yet management will RIF them in a heartbeat.

New 4 "hub" office locations for finance and actuarial associates - all of which are in very low COL geographic regions. Promotional opportunities and career development are now extremely difficult for those outside of "hub" cities. Despite this, Anthem has actively hired nationwide and into work-from-home positions up until the day this was announced. Company took work from home leniency way too far, and it is now swinging to the other extreme end of the spectrum. This is already compromising company attraction and retention for key finance and actuarial talent. Significant amount layoffs for actuaries across all job levels - some of which were very high performers. Non-existent office culture. Anthem leadership claims this is a priority, but little has been done to encourage it. For actuaries in particular: - Anthem leadership does not appear to value actuaries nearly as much as competitors. Actuaries consistently overshadowed by corporate finance, and minimal executive actuarial representation exists other than valuation. This is a significant cultural difference between Anthem and key competitors, some of which even have an actuary as their CFO. - No actuarial rotational program. This limits career development and promotional opportunities overall compared to competitors. No pipeline of upcoming positions openings. - Actuarial study program provides below market compensation and needs additional pay-for-performance aspects.