At Blue Cross Blue Shield of North Carolina, 80 percent of employees say their workplace is great.



This review is based on 1192 employee surveys, with a 90% confidence level and a margin of error of ± 2.08. It was published on Jul 31, 2017. 4993 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I am able to take time off from work when I think it's necessary.
I am given the resources and equipment to do my job.
I want to work here for a long time.
My work has special meaning: this is not "just a job".

What They Do

We asked Blue Cross Blue Shield of North Carolina to explain what they do. Here is what they had to say.

Blue Cross and Blue Shield of North Carolina delivers innovative health care products, services and information to nearly 4 million members. Our mission is to improve the health and well-being of our customers and communities.

About this Company

Website: Industry: Health Care
US Headquarters: Durham, North Carolina, 27707 US Sites: 4
Major Locations: Durham, North Carolina, 27707; Winston-Salem, North Carolina, 27116; Fayetteville, North Carolina, 28301; Charlotte, North Carolina, 28235 US Employees: 4,989
US Revenues: $7,800 million Worldwide Revenues: $7,800 million
Corporate Structure: Non-Profit Founded: 1933

IT Summit

Perks and Programs

We asked Blue Cross Blue Shield of North Carolina to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • PROPS Program: The PROPS (Proper Recognition of Personal Success) program offers a tangible, fun and easy way to recognize – and be recognized – for a job well done. Through PROPS, employees can earn – and give – points, which can then be used to redeem rewards. All Blue Cross NC employees can earn and give PROPS to anyone – peers, managers and support staff – on their own team or in another department.
  • WorkLife SuperStar: The WorkLife Super Star contest is a program to recognize working mothers and fathers that are masters of juggling the demands of home-life. Since inception in 2013, over 80 parents have been nominated. Each year the applicants are reviewed by a blind senior leader panel and two winners are selected. Winners receive a professional photo shoot with their families, a chance to attend the Work Life Congress in NYC, and a luncheon with senior leaders.
  • Inclusion Circles: Inclusion Circles are small group conversations centered on a dimension of diversity. Our award-winning program provides a safe and open space in which employees can discuss, reflect and share moments that matter. Through a facilitated discussion employees can engage in meaningful dialog and offer ideas on how we can collaborate to build a more inclusive workplace.
  • Reverse Mentoring: Unlike traditional mentoring programs, the Reverse Mentoring Program provides an opportunity for young professionals to use their knowledge and perspective to coach and collaborate with our leaders. Leaders learn firsthand about daily work and challenges of junior employees, helping them better understand how to communicate and engage our growing population of younger employees. At the same time, younger employees get a better idea of the role, work and background of our company’s leaders. This helps improve their confidence, engagement, and motivation. The current Reverse Mentoring Program paired 19 junior employees with 19 senior employees.
  • Skills-Based Volunteering: Skill-based volunteerism is service by individuals or groups that capitalizes on personal talents or core business skills, experience or education. Often times called, pro-bono consulting, it's a great way to provide capacity-building services that many nonprofits would not otherwise be able to access. Since 2013, this program has saved these nonprofits a total of 2,110 hours and $412,600.
  • Employee Network Program: One way that Blue Cross NC creates an inclusive environment is through the Employee Network program. Employee Networks are company-approved groups organized around shared interests, backgrounds and/or perspectives. Each of our networks hosts unique events, activities and projects for their specific focus including professional development, networking, community service, internal cross-functional partnerships, and more.
  • Health and Wellness Offerings and Program Discounts: We offer 11 on-site weekly Weight Watchers at Work meetings that are led by a trained leader. If employees attend 15 of the 20 meetings in the series, Blue Cross NC will cover 50 percent of the cost of the program. Employees who attend 15 out of the 20 meetings and lose the amount of weight agreed upon by both the employee and the Weight Watchers facilitator will have the entire cost of the program covered ($182). We also offer Eat Smart Move More Weigh Less, on-site flu shots, Employee Assistance Program services, and on-site mobile mammography.


$37,529 Average salary and additional cash compensation for Customer Service $78,403 Average salary and additional cash compensation for Case Manager
94% Company-paid health coverage for employees (for Full-time employees greater than 30 hours) 74% Company-paid health coverage for dependents (for Full-time employees greater than 30 hours)
65% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$2,696 Average Tuition Reimbursement $4,000 Maximum Tuition Reimbursement
Community Service


28 days Paid time off after one year of full-time employment 22 days Paid time off after one year of part-time employment
18 days Paid sick days after one year of full-time employment 14 days Paid sick days after one year of part-time employment
2 weeks Paid sabbatical after 1 year(s) of employment 28 Days Paid time off as of first day of full-time employment
14 days Paid time off as of first day of part-time employment


  • Flexible schedule (99% use it)
  • Telecommute option (45% use it)
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (57% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Cafeteria with subsidized cost; healthy vending machine options; on-site massage; on-site nutrition counseling; on-site EAP; on-site fitness classes; back-up childcare; on-site farmers market; upscale, fully-stocked, comfortable Mothers' Rooms in every building; open, collaborative work spaces.)


60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
50 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)20 days Average length of paternity leave new fathers take
$3,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)
60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

4 hours Paid time off to volunteer $7,425,125 Philanthropic donations in last year
$413,468 Total company-matched employee donations in last year 1 LEED certified building(s)
Yes Recycling program Yes Locally-sourced food program


  • Director of Diversity & Work Life is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 6 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Day of Service


IT All-Hands

How to Get Hired

We asked Blue Cross Blue Shield of North Carolina for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

It's an exciting time to work at Blue Cross NC. Health care is changing and we're leading the way. Our employees bring energy and creativity to the workplace and it shows in our innovative approach to improving the health and well-being of North Carolinians.  We're looking for highly motivated people who:  

- Thrive in complex, dynamic situations  

- Are flexible and embrace change  

- Are focused on finding and developing solutions  

- Take ownership of their work and drive success  

- Bring an innovative approach to their work  

- Bring a sense of urgency to fulfilling our vision

What can prospective employees do to get your attention?

At Blue Cross NC we are looking for candidates that gravitate towards challenging and inspiring work, are looking to grow personally and professionally, and have a passion for assisting customers and the community.  Candidates that can clearly capture this on a resume and demonstrate these behaviors during the interviews will be the ones that stand out the most.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We continue to be focused on bringing in analytical skills into the workforce.  Positions such as Data Scientist, Data Engineers, and Clinical Informatics will remain a priority for Blue Cross NC over the next 12 months.  Specialized IT skill sets will also be main emphasis for the recruitment team.  Mobile development, Facets configuration, Salesforce, Java, and service integration roles are just a few of the roles that will be required for our technology teams moving forward.

What should interested candidates do to find out more and get started?

Interested candidates can find out more about our open positions and what it is like to work here by visiting our careers page:  Here potential candidates can read or watch videos exhibiting “Life at BCBSNC”, get an overview of our benefits, learning about the hiring process itself, and search for jobs.  Candidates may also find us on LinkedIn, Twitter, and YouTube.

hiring Outlook

800 Forecasted positions to fill in coming year 6% Job Growth
31 Average applicants per opening 28,257 Total job applicants
10% New hires by employee referrals 26% Openings filled by current employees
6% Voluntary turnover for full-time employees 12% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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