Head of Learning and Development

Job Purpose

Leads the overall delivery of training and development strategy aligned with the company's value proposition for the distribution channel and in support of business outcomes. Drives transformation and innovation in learning approaches to enhance the capabilities of the salesforce and support organizational objectives.

Job Responsibilities

Strategic Planning and Development (30%)

Develops comprehensive training and development strategies that align with business objectives for the agency channel

Drives transformation within the business unit in response to relevant trends in learning technology, shifts in learner preferences, industry practices, and evolving consumer landscape

Leads mid-year and year-end planning with Distribution Leadership team for overall direction and prioritization

Introduces innovative sales techniques, ideas, and tools for distribution channels

Program Design and Implementation (25%)

Designs and delivers training and development programs to support new distribution channels and agency models

Applies technical expertise in training needs analysis, curriculum development, program implementation/delivery, and evaluation

Implements learning management systems and new training platforms

Creates training courses and programs that address salesforce development needs

Operational Excellence (20%)

Ensures that people, processes, tools, and structure of the business unit can deliver expected outcomes for key stakeholders within Sun Life Philippines and Asia

Monitors completion rates for mandatory and elective training programs for advisors and managers

Tracks and analyzes training impact on agency KPIs including Annualized First Year Premium (AFYP), activity ratios, and manpower count

Optimizes resources and monitors outcomes that drive measurable impact

Stakeholder Management and Collaboration (15%)

Acts as resource and consultant for learning-related initiatives and strategy for regional teams

Collaborates with other business units on cross-functional initiatives requiring distribution training intervention

Interacts with Agency Management Team and Distribution Leadership

Applies expert consulting skills in identifying training needs and determining appropriate interventions

Team Leadership and Development (10%)

Manages team of managers across different sections

Resolves escalations, handles conflict management, and provides final approvals

Develops talent within the learning and development function

Handles leadership dynamics and ensures team effectiveness

Job Requirements

Education: University degree required

Experience:

• Minimum 10 years of management-level experience in developing, training, and educating sales management and field force
• Experience with direct sales and management involving financial products
• Actual direct selling experience from the financial services industry is an advantage

Specialized Knowledge

Expert-level knowledge of:

• Life insurance industry and agency distribution operations
• Insurance products and sales processes
• Client-centric selling approaches
• Agency building and performance management
• In-depth understanding of adult learning philosophies and application to course design and delivery
• Current knowledge of trends in training, course design, organizational development, and financial services industry

Technical Skills

• Training needs analysis and curriculum development
• Program implementation, delivery, and evaluation
• Organizational development techniques
• Project execution methodologies including agile ways of working and user-centric design thinking
• Data-driven insight development
• Learning management system implementation

Core Competencies

• Translating Strategy into Action
• Dealing with Volatility, Uncertainty, Complexity, and Ambiguity (VUCA)
• Creativity and Innovation
• Communication
• Planning and Organizing Work
• Talent Development
• Resource Optimization
• Monitoring Outcomes that Drive Impact

Performance Indicators

• Percentage of advisors/managers completing mandatory training
• Percentage of advisors/managers engaged in elective training
• Delivery of new training courses and programs
• Successful implementation of new training platforms
• Impact on agency KPIs: AFYP, activity ratio, and manpower count