Great-West Corporate Asset Protection Sales Manager in Denver (DTC), Colorado

The Asset Protection Sales Manager will manage a group of Retirement Consultants guiding the retention of assets exiting our platforms. The sales manager will be tasked with expanding and improving existing rollover activity. The sales manager works closely with cross-site management peers, quality assurance, research and project professionals within the department. This individual will also work collaboratively across Empower Retirement business to support a sizable agenda.

  • Create and maintain a sales culture focusing on meeting asset protection targets:

  • Weekly sales huddles

  • 1x1 employee performance management

  • Call monitoring and feedback

  • Identify and implement professional development opportunities

  • Recruit and retain talent

  • Build and maintain a strong and positive sales culture

  • Establish business performance processes to achieve asset protection targets:

  • Manage sales team operating in call center environment with focus on service excellence and asset retention

  • Maintains focus and drives team to meet all Key Performance Indicators and other primary metrics

  • Perform data, metric and financial analysis to understand business trends, identify innovation opportunities and ongoing competitive positions of the business

  • Manage risk, supervisor and compliance controls

  • Lead and participate in individual goals, project and company meetings as necessary

What You Bring to the Role (Required)

  • Bachelor's Degree or an equivalent combination of education and professional work experience

  • Minimum 5 years demonstrated success in financial services sales leadership

  • Proficient knowledge of Windows, MS Office Software (Word, Excel, PowerPoint, Excel, etc.) and various file manipulation skills on a PC

  • Expert managing multiple priorities and ability to handle stressful situations and people on a daily basis

  • Excellent written, verbal and presentation skills

  • Solves complex problems; takes a new perspective on existing solutions

  • Advanced consulting skills

  • Motivated, self-starter with the ability to master new information quickly and independently

  • In-depth understanding of IRAs, retirement investment products/services and the qualified retirement plan environment

  • FINRA 7, 24, & 63 registrations required within corporate-established timelines

  • FINRA fingerprinting required

What We Hope You Have in Addition (Preferred)

  • Certified Retirement Plan Counselor (CRPC) designation preferred or within company specific timeframes

Additional Skills for the Role

Competencies:

  • Customer Commitment: Actively facilitates and reinforces a customer-focused culture; employ’s critical thinking and problem solving to promote customer loyalty.

  • Maintains connectedness to customers; understands customer’s needs objectives and goals.

  • Manages and reinforces customer-focused values by messaging, modeling and rewarding commitment to customer handling, satisfaction and loyalty.

  • Quickly identifies and clearly addresses customer-impacting training and performance gaps.

  • Advocates customer and associate input, takes action, delegates and/or addresses with Leadership in order to remedy procedural, systemic and/or resource constraints.

Operational Effectiveness:

  • Manages and measures work; mitigates risks and creates efficiencies

  • Determines measures to evaluate risk in processes or functions

  • Takes action or escalates results.

  • Leverages global perspective to identify ways to improve or align systems, services, and resources

  • Contributes to oversight and management of budget, manages labor, analyzes discrepancies

Building Effective Teams:

  • Fosters success through individual and team cohesion and cross-collaboration.

  • Equips people and teams to succeed through timely information sharing

  • Networks cross-functionally, encouraging and facilitating communications and best practice sharing within and across individuals, team, departments and/or sites

  • Advocates team review and continuous development of processes to create best practices

  • Openly and genuinely gives credit to other and actively showcases success stories; refrains from creating silos or speaking as ‘us vs. them’; avoids blaming, and models personal accountability

Coaching & Developing:

  • Coaches and develops others; open to and models ongoing self-development.

  • Leads by example, fostering and environment that encourages professional growth and promotes sharing of best practices and organizational learning

  • Identifies coaching opportunities with direct reports to develop strengths and bridge gaps

  • Builds trusting relationships, balances observation and discussion, provides honest, positive and constructive feedback

  • Manages leadership pipeline; challenges all team members to grow in current position, manage poor performers up, develops consistent performers further, stretches high performers and acts as a mentor to and develops rising leaders

Managing Priorities & Performance:

  • Manages resources, sets goals and objectives; develops performance

  • Focuses on impacts, outcomes and results; holds team accountable for results

  • Demonstrates willingness and accountability to made decisions and solve problems; uses a mix of analysis, experience, instinct, and input from others as appropriate

  • Provides strategic directions; prioritizes initiatives and allocates resources; manages leaders expectations with deliverables and timelines while balancing workload across team

  • Models and holds individual reports accountable to values, sets clear short and long term goals and expected results; delegates tasks and responsibilities based on capabilities and capacity Exhibits listening, patience, empathy, authenticity, proactivity and perseverance with external and internal customers

Managing Change:

  • Works cooperatively with executives to implement organizational change in teams

  • Drives changes by communicating, education and managing implementation/action plans; shares honest feedback upwards with senior leaders

  • Coaches associates through understanding of the change process, what will change and how to align with change

  • Identifies and coaches resistance to help associates effectively deal with emotions about change

  • Models positive approach, productivity and resilience throughout change initiatives

At Great-West Financial® and Empower Retirement, our more than 5,700 global associates are dedicated to helping customers secure their financial futures. We offer a range of retirement savings products, life insurance, annuities and investment services from offices across the country. If you’re interested in joining a company that enjoys a record of strong performance and is rich in history yet innovative, bold and transformative, then our organization is an outstanding place for you to grow and succeed. We’re an equal opportunity employer dedicated to workforce diversity. We’re also committed to providing a drug-free workplace.

ID: 16653

External Company Name: Great-West Life & Annuity Insurance Company