Service Model Transformation Manager

Manulife; Boston (MA); Hybrid; USD 92,000 - 160,000; Full time

Job summary

Manulife is seeking a Senior Manager, Service Model Transformation in Boston, MA to drive the evolution of the service model as programs and journeys progress. The role operates independently, builds cross‑functional relationships, and translates program iterations into clear operational priorities.

Responsibilities include defining requirements, assessing impacts on customer experiences, and establishing governance to align ownership, decisions, and delivery milestones.

Qualifications

• Progressive experience at a manager or senior‑manager IC level in service‑model design, service transformation, operationalization, or complex business change.
• Strong business acumen and the ability to connect strategic direction with customer needs and operational realities.
• Strong analytical capability to assess impacts, identify gaps, define requirements, and translate findings into actions.
• Excellent written, verbal, presentation, and facilitation skills for diverse audiences.
• Ability to influence decisions and move work forward without formal authority.
• Proven relationship‑management skills with cross‑functional partners and executives.
• Excellent organization, prioritization, and time‑management skills.
• Sound judgment, initiative, and ability to navigate ambiguity with clear options.
• Experience across Product, Technology, Operations, Sales, Service, and change management partners.
• Experience in retirement, financial services, or other regulated environments is an asset.

Responsibilities

• Lead evolution of the service model as program scope and journeys iterate.
• Assess impacts to service experiences, processes, roles, data, and training.
• Define requirements and decisions to operationalize the service model.
• Translate analysis into practical recommendations with accountable owners and timelines.
• Manage multiple concurrent workstreams with disciplined planning and deadlines.
• Develop relationships across functions and adapt communication to stakeholders.
• Facilitate cross‑functional sessions and influence timely decisions without authority.
• Establish operating‑model governance and align stakeholders on ownership and dependencies.
• Communicate complex analyses and risks clearly to leaders and teams.
• Maintain traceability between decisions, model impacts, and outcomes.
• Support readiness and adoption so teams implement the model across releases.

Skills

Service-model design

Stakeholder management

Cross-functional collaboration

Business acumen

Analytical capability

Communication facilitation

Influence without authority

Program management

Regulatory knowledge

Job description

The Opportunity:

The Senior Manager, Service Model Transformation is a senior individual contributor role accountable for advancing the FutureChoice service model as the program, product, and customer journeys evolve. Positioned below the Director level and above staff-level execution roles, this position requires the judgment, business acumen, and organizational perspective to operate independently, influence across functions, and translate each program iteration into clear service impacts and operational priorities.

The successful candidate will assess what is required to operationalize the model, drive prioritized actions toward the target state, and build strong relationships across Retirement and key business teams. The operating model will be used primarily as a governance mechanism to clarify decision rights, ownership, dependencies, and alignment with key business stakeholders and the service model. This role has no direct people‑leadership responsibilities.

Responsibilities:

• Lead the evolution of the service model as program scope, product design, customer journeys, and delivery decisions iterate.
  
• Apply strong business acumen to assess each iteration for impacts to service experiences, capabilities, processes, roles, hand‑offs, technology, data, controls, training, communications, and change readiness.
  
• Define the requirements, gaps, dependencies, and decisions needed to operationalize the service model and achieve the target state.
  
• Translate analysis into practical recommendations, accountable owners, and sequenced actions aligned to program milestones and business priorities.
  
• Manage multiple concurrent workstreams, priorities, and deliverables with disciplined planning, follow‑through, and attention to deadlines.
  
• Develop and maintain productive relationships across functions and teams, adapting engagement and communication approaches to different stakeholder needs.
  
• Facilitate cross‑functional working sessions, synthesize diverse perspectives, resolve ambiguity, and influence timely decisions without direct authority.
  
• Establish and facilitate operating‑model governance to align key business stakeholders, confirm decision rights and ownership, manage dependencies, and maintain alignment with the service model.
  
• Communicate complex analysis, service impacts, risks, and recommendations clearly to working teams, business leaders, and executive stakeholders.
  
• Maintain traceability between evolving program decisions, service‑model impacts, operationalization requirements, governance decisions, and approved outcomes.
  
• Support communication, socialization, readiness, and adoption so business teams can consistently implement and sustain the service model.
  

Core Deliverables

• An iteratively maintained service model reflecting current program, product, journey, and operational decisions.
  
• Service‑impact assessments identifying changes to experiences, capabilities, processes, roles, hand‑offs, technology, controls, and business readiness.
  
• A current‑state‑to‑target‑state gap analysis with prioritized operationalization requirements, dependencies, decisions, and recommendations.
  
• A sequenced operationalization roadmap aligned to program milestones, accountable owners, and implementation readiness criteria.
  
• Service‑model artifacts for remaining go‑live journeys, subsequent development phases, and the Transitions workstream.
  
• An operating‑model governance framework covering stakeholder forums, decision rights, ownership, escalation paths, dependencies, and alignment checkpoints.
  
• Readiness, communication, and adoption materials that enable business teams to implement and sustain the target‑state service model.
  

Measures of Success

• The service model remains current, decision‑ready, and aligned as the program, product, and journeys evolve.
  
• Operational impacts and target‑state gaps are identified early and supported by clear analysis, recommendations, owners, and timelines.
  
• Multiple priorities and workstreams are organized effectively, with high‑quality deliverables completed on time and to agreed deadlines.
  
• Strong relationships and credibility across teams enable timely decisions, constructive challenge, and sustained stakeholder alignment.
  
• Operating‑model governance provides clear accountability, effective escalation, and alignment among key business stakeholders.
  
• Business teams are prepared to implement, adopt, and sustain the service model at each release and through progression to target state.
  
• Service‑model outcomes, operating‑model decisions, and program delivery remain visibly connected and traceable.
  

Qualifications

• Progressive experience at a manager or senior‑manager individual contributor level in service‑model design, service transformation, operationalization, or complex business change within an iterative program environment.
  
• Strong business acumen and the ability to connect strategic direction, customer and advisor needs, operational realities, and program decisions.
  
• Strong analytical capability, including experience assessing impacts, identifying gaps, defining business requirements, and translating findings into practical implementation actions.
  
• Excellent written, verbal, presentation, and facilitation skills, with the ability to communicate complex topics clearly and tailor messages for different audiences.
  
• Demonstrated ability to influence decisions, build alignment, and move work forward across teams without formal authority or direct people leadership.
  
• Proven relationship‑management skills, with the credibility and judgment to work effectively with cross‑functional partners, business leaders, and executive stakeholders.
  
• Excellent organization, prioritization, and time‑management skills, with a track record of managing multiple workstreams and delivering high‑quality outputs on time and to deadline.
  
• Sound judgment, initiative, and the ability to work independently, navigate ambiguity, and elevate issues with clear options and recommendations.
  
• Experience managing interdependent work across Product, Technology, Operations, Sales, Service, and change‑management partners.
  
• Experience in retirement, financial services, or another regulated environment is an asset.
  

Preferred Qualifications

• Business acumen and enterprise perspective
  
• Service‑model leadership and customer‑centric thinking
  
• Strategic analysis with hands‑on operationalization capability
  
• Excellent communication, facilitation, and executive‑ready storytelling
  
• Influence, negotiation, and decision support without formal authority
  
• Enterprise relationship management and cross‑functional collaboration
  
• Strong organization, prioritization, multitasking, and deadline management
  
• Structured problem‑solving, sound judgment, and personal accountability
  
• Agility and responsiveness in an iterative delivery environment
  

When you join our team:

• We’ll empower you to learn and grow the career you want.
  
• We’ll recognize and support you in a flexible environment where well‑being and inclusion are more than just words.
  
• As part of our global team, we’ll support you in shaping the future you want to see.
  

The role being advertised is an existing vacancy.

About Manulife and John Hancock

Manulife Financial Corporation is a leading international financial services provider, helping people make their decisions easier and lives better. To learn more about us, visit https://www.manulife.com/en/about/our-story.html.

Manulife is an Equal Opportunity Employer

At Manulife/John Hancock, we embrace our diversity. We strive to attract, develop and retain a workforce that is as diverse as the customers we serve and to foster an inclusive work environment that embraces the strength of cultures and individuals. We are committed to fair recruitment, retention, advancement and compensation, and we administer all of our practices and programs without discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion or religious beliefs, creed, sex (including pregnancy and pregnancy‑related conditions), sexual orientation, genetic characteristics, veteran status, gender identity, gender expression, age, marital status, family status, disability, or any other ground protected by applicable law.

It is our priority to remove barriers to provide equal access to employment. A Human Resources representative will work with applicants who request a reasonable accommodation during the application process. All information shared during the accommodation request process will be stored and used in a manner that is consistent with applicable laws and Manulife/John Hancock policies. To request a reasonable accommodation in the application process, contact [e-mail].

Referenced Salary Location

Boston, Massachusetts

Working Arrangement

Hybrid

Salary range is expected to be between

$92,475.00 USD - $160,290.00 USD

Employees also have the opportunity to participate in incentive programs and earn incentive compensation tied to business and individual performance. The actual salary will vary depending on local market conditions, geography and relevant job‑related factors such as knowledge, skills, qualifications, experience, and education/training. If you are applying for this role outside of the primary location, please contact [e-mail] for the salary range for your location.

Manulife/John Hancock offers eligible employees a wide array of customizable benefits, including health, dental, mental health, vision, short- and long‑term disability, life and AD&D insurance coverage, adoption/surrogacy and wellness benefits, and employee/family assistance plans. We also offer eligible employees various retirement savings plans (including pension/401(k) savings plans and a global share ownership plan with employer matching contributions) and financial education and counseling resources. Our generous paid time off program in the U.S. includes up to 11 paid holidays, 3 personal days, 150 hours of vacation, and 40 hours of sick time (or more where required by law) each year, and we offer the full range of statutory leaves of absence.

We use data and analytics technologies, such as artificial intelligence (AI), and automated processing tools, to analyze and process the information you provide to us or third parties in the application process. For more information, please refer to our personal information collection statement.

Know Your Rights I Family & Medical Leave I Employee Polygraph Protection I Right to Work I E-Verify

Company: John Hancock Life Insurance Company (U.S.A.)