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A Client Service Coordinator is a dedicated post sale operations lead and customer service liaison for our clients. Client Service Coordinators interact on a regular basis with existing clients with post-sale processes, program set-up, billing and a number of client support activities. As a Client Service Coordinator, you will also interact with members of our sales team to help them with ongoing client support needs. This role requires strong customer service orientation, communication and organizational skills.
FranklinCovey is always seeking outstanding client relation oriented professionals to join our team for our Client Service Coordinator jobs.
Join the FranklinCovey Talent Network today to stay-up-to-date on our current openings for our Client Service Coordinator jobs as they become available!
2200 West Parkway Blvd. Salt Lake City, UT 84119
Toll Free: 1-800-827-1776 | Local: (801) 817-1776
FranklinCovey is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
Please click here for additional information regarding our Equal Employment Opportunity policies.
Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals
with disabilities. Please tell us if you require a reasonable accommodation to apply for a
job or to perform your job by emailing us at accommodations@franklincovey.com. Examples of reasonable
accommodation include making a change to the application process or work procedures,
providing documents in an alternate format, using a sign language interpreter, or using
specialized equipment.
Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.