There's some good, some bad - Executive Advisor Elevance Health Employee Review

Here's why I left...They implemented a "Workplace Strategy", which sought to get remote workers into strategic locations. This caused a lot of talent to leave the company, because people didn't want to go to Indianapolis, Atlanta, etc. They then backfilled these positions will local people, many of which were less talented than those who left (less talented, also means they can be paid less!). Anthem's compensation model is outdated. They pay salaries based on the region of the country in which you live, not based on the skill or value you bring to the company. Imagine finding out the people in lower positions are making more money than you, solely because of where they live. This was a big issue for me (and others), as I was always told how valuable I was, but that value didn't mean they wanted to pay me more. Words don't pay the bills. When hired your position has an MRP (Market Reference Point), which denotes the salary range for your position associated with where you live. HR's goal is to keep people at the mid-point on the MRP or below. So let's say the MRP for your position is $70K-$100K, their goal is to keep your salary at or below $85K, and your manager will tell you, "We have to get you promoted before I can pay you more", and getting promoted can take more than 18 months from start to finish. Raises of 2% or less are common, even as a top performer with "Exceeds Expectations" performance reviews. In the end, they say they value you, but they don't show it. Their initiatives and practices end up making good people leave, it's just a matter of time.