Cigna

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Cigna Jobs & Careers in Mobile, AL

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7 days ago

Cigna-HealthSpring, Embedded Nurse Practitioner

Cigna Mobile, AL

/Essential Functions • Responsible for conducting patient comprehensive physicals on behalf of the health plan and in compliance with established… Cigna


9 days ago

Nurse Case Manager

Cigna Mobile, AL

Plans, implements, and evaluates appropriate health care services in conjunction with the physician treatment plan. Utilizes clinical skills to… Cigna


9 days ago

Home Chronic Care Physician - Alegis Care

Cigna Mobile, AL

of our Physicians: • The Physician is responsible for quality medical care for all assigned patients, meeting or exceeding generally accepted… Cigna


Cigna Reviews

597 Reviews
3.2
597 Reviews
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Cigna President and CEO David Cordani
David Cordani
301 Ratings
  1.  

    Overall, a great place to work!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Care Manager
    Current Employee - Care Manager

    I have been working at Cigna full-time (more than 8 years)

    Pros

    -Healthcare benefits are flexible to meet the needs of the indvidual; you can choose HSA or HRA depending on your medical profile.
    -Educational and Continuing Education Benefits: Cigna is very supportive of expanding your knowledge through pursuing a degree program and they pay for licensure fees and continuing ed credits for licensure that is required for your job.
    -PTO is very adequate with the option to buy additional PTO days.
    -Promotional Opportunities: If you are a high performing employee with specific career goals your manager will help you achieve these goals.
    -Culture: Cigna has a great culture of wellness and 99% of employees are great to work with; generally, everyone is hapy to come to work (as happy as you can be).

    Cons

    -Internal Promotions: If you are an internal employee and you apply and are hired for a position that is a promotion (either via increase in your band level or market level) you are not compensated well; they cap your promotional raise at 5% even if your raise means you are making significantly less than your peers that were hired externally.

    Advice to ManagementAdvice

    -My advice is more to HR and recruitment. When you give an internal employee a promotion please consider giving them an adequate pay raise so they are, at minimum, equal with their peers that moved into the role (even if it's not what those peers are making now based on their performance raises) so the performance raise system can be preserved. Often, what happens, is managers are forced to provide raises to low-paid internal staff to help them match what their external counter-parts were making at the time of their initial start date.

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    Positive Outlook

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