Pros
Few to none. By the end, the only reason I felt any positive energy showing up was because (most of) my colleagues were great people. Working from home three days per week was also okay, however this should be taken with a grain of salt - because of the continuous excessive workload, it became extremely hard to disconnect from work while working from home.
Cons
The senior management team truly does not seem to care one bit about the wellbeing of the staff. The work itself is often draining, and when there is simply too much of it at all times, it destroys morale and decimates mental health. When staff tried to bring this up with any of the managers, they would be gas-lit or ignored. Workload was EXCESSIVE and the management team had no contingency plan in place at all to mitigate the frequent unplanned leave (due to staff burn-out), any of the planned leave, or falling behind on recruitment. The business had introduced a handful of new roles on occasion over the past two years, but to a significantly insufficient degree to adequately cover the amount of work piling up. The management team also appear to refuse to utilise available resources in upskilling the Low-Risk Eligibility team. The Eligibility Team at Allianz is divided into Low-Risk and High-Risk and while the Low-Risk team must accept that they will always need to be available to take overflow calls on behalf of the beleaguered High-Risk team, the expectation is that the Low-Risk staff simply advise customers they'll "get a call back" from their High-Risk Specialist, when half the time, the reason for the call is so simple that literally anyone in the company should be able to provide some sort of adequate response to the caller that isn't just "we'll call you back". Extremely frustrating for not only the High-Risk team who then have additional work to follow-up on but also frustrating for the customers. The Team Leader of the Low Risk team has outright admitted that even she doesn't know where to find the information in the file or what to tell some of these callers, and the fact that someone in a LEADERSHIP position who is expected to assist with escalations would admit that tells you that they Do. Not. Care. (And if the Team Leader isn't going to learn a few High-Risk basics to actually help, then of course her team is not going to either). The Senior Team Leader (of both Eligibility teams and of Disputes) appears to be the most significant black hole of information. She is the one to whom most queries or issues get escalated, however she is also the one who outright lies about "not hearing similar complaints from anyone else in the team" - which is demonstrably untrue; and she is the one who will "take onboard [your] suggestion", will tell you that she'll "circle back to you" and then... NOTHING. Until the issues she was supposed to be circling back on suddenly become an issue again, and the cycle begins all over. The Senior Team Leader also notably hires her good mates (with insufficient experience in workers comp as overseen by WorkSafe Vic - coming only from a background of self-insurance), and promotes incompetent brown-nosers. The Acting Head of Eligibility and Disputes obviously does not want to be involved, he just wants to go back to his nice and easy Premium Team. He palms everything he can off to the Senior Team Leader (who absorbs it all and does nothing to enact appropriate change). Meanwhile the actual Head of Eligibility and Disputes (seconded into a project role) seems to not want to come back at all. The fact that rumours circulate that the last decent Team Leader left because she felt bullied and felt that she was not able to do her job since she was instructed by the Head of Eligibility and Disputes NOT to performance-manage certain team members, and the fact that those certain team members were later promoted into leadership roles speaks rather loudly to the lack of ethics of the Head of Eligibility and Disputes. There is no support for development, because of the recruitment struggles. Senior Managers need to try to retain as many staff as they can so they will not provide any guidance to move anywhere else in the business. It appears they will also actively work against you leaving if you start to try to look for yourself (they will talk you out of other roles if they start to receive requests for references, or they will block internal transfers). At the time I left, the Senior Management Team was already three people behind in recruitment and that only increased in the couple of weeks following my departure as other colleagues also found better roles. Avoid this team at all costs (unless the company completely overhauls the management structure); it is not worth your well-being.