Managing Director - Client Leads & Referrals, Wealth Management

We need to output only HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info. Remove boilerplate like EEO, accessibility, etc. Also remove duplicated lines. We need to parse the posting. Key info: - Role: Wealth Leads & Referrals (title not needed as heading) - Description: enterprise strategy, long-term operating model, etc. - Key Responsibilities And Duties: list of bullet-like sentences. - POSITION SUMMARY: similar. - KEY RESPONSIBILITIES: list. - REQUIRED QUALIFICATIONS: 10+ years’ wealth management experience - PREFERRED QUALIFICATIONS: University degree - Related Skills: list of skills. - Base Pay Range: $240,000/yr - $290,000/yr - Anticipated Posting End Date: 2026-09-19 (maybe not needed; could be metadata, but we can drop as minor metadata.) - Benefits And Total Rewards: description. - Also mention "Physical Requirements: Sedentary Work" maybe not needed as a section; but could be part of Requirements? Not required to have a separate section. - Career Level 11PL maybe metadata. - Work Experience: 10+ Years Required (already captured). - Educational Requirements University (Degree) Preferred. We need sections: About the role (maybe a prose summary), Responsibilities (list), Requirements (maybe educational/experience?), Qualifications (maybe required/preferred?), Skills (list), Benefits, Pay, Schedule (if schedule info present? Not present; we should not create Schedule section unless posting states it. No schedule info, so omit.) We must not create sections with filler like "not specified". So only include sections with real content. Thus sections: - About the role: could be the initial paragraph(s) describing role: "Wealth Leads & Referrals This job owns the enterprise strategy and long-term operating model for how TIAA generates, routes, and converts leads and referrals across all Wealth & Advice sources and channels. This role sets multi-year direction for the leads and referrals program, shapes how TW&A collaborates with other business lines on growth, and builds the organizational capability needed to scale the function over time. This role negotiates alignment with senior stakeholders and channel owners across the enterprise, exercises significant judgment in anticipating shifts in client behavior and channel economics, and is accountable for the performance of a team." We can combine that. - Responsibilities: list from "Key Responsibilities And Duties" and "KEY RESPONSIBILITIES". Need to merge and avoid duplication. Let's extract unique responsibilities: From "Key Responsibilities And Duties": 1. Establishes the enterprise strategy and multi-year roadmap for leads and referrals across all TIAA sources and channels, anticipating market and business shifts that will shape future program direction 2. Designs and governs the operating model for the program, including decision rights, escalation paths, and performance standards, ensuring alignment with senior stakeholders across the enterprise 3. Negotiates goals, metrics, SLAs, and handoff standards with channel owners and business unit leaders, holding partners accountable through ongoing governance 4. Directs enterprise-level assessment of channel capacity and long-term frameworks for optimizing lead and referral volume, flow, and quality 5. Partners with Solutions Design and Technology leadership to define and prioritize the multi-year capability and investment roadmap supporting the program 6. Manages a team, setting staffing strategy and long-term organizational design for the function 7. Builds leadership bench strength through structured development and succession planning, and fosters a culture of engagement and accountability across the team From "KEY RESPONSIBILITIES": - Reviews current leads and referrals processes across TIAA and develop an enterprise strategy and program to support TIAA Wealth & Advice (TW&A) growth aspirations - Designs and operationalizes new program structure and processes, and ensures alignment with key stakeholders - Partners with stakeholders to define and gain alignment on core elements, e.g. goals, metrics, SLAs, handoffs - Works with channel owners and other partners to assess channel capacity and manage optimal leads / referrals volume, flows, quality - Partners with Solutions Design and Technology to define required capabilities - Manages performance of direct reports through regular, timely feedback as well as the formal performance review process to ensure high performance - Creates a culture of engagement, motivation and development of the team We need to combine, avoid duplicates. Many overlap. We'll produce a consolidated list, maybe merging similar points. Let's produce a list: - Establish enterprise strategy and multi-year roadmap for leads and referrals across all TIAA sources and channels, anticipating market and business shifts. - Review current leads and referrals processes and develop enterprise strategy/program to support TW&A growth aspirations. - Design and govern operating model (decision rights, escalation paths, performance standards) and operationalize new program structure/processes, ensuring alignment with senior stakeholders. - Negotiate goals, metrics, SLAs, handoff standards with channel owners and business unit leaders; hold partners accountable via governance. - Direct enterprise-level assessment of channel capacity; develop long-term frameworks to optimize lead/referral volume, flow, quality. - Partner with Solutions Design and Technology leadership to define, prioritize multi-year capability and investment roadmap; define required capabilities. - Manage team: set staffing strategy, long-term organizational design; manage performance via regular feedback and formal reviews; foster culture of engagement, motivation, development. - Build leadership bench strength via structured development and succession planning. - Ensure accountability and high performance across team. We can keep as bullet list. - Requirements: maybe educational and experience? The posting has "Educational Requirements University (Degree) Preferred", "Work Experience 10+ Years Required", "Physical Requirements: Sedentary Work", "Career Level 11PL". We could combine into a Requirements section: maybe include "10+ years wealth management experience required", "University degree preferred", "Sedentary work". But we need to avoid filler like "not specified". All are specific. We could have a section "Requirements" with list: 10+ years wealth management experience required; University degree preferred; Sedentary work. But the instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Requirements and Qualifications separate. Typically Requirements could be experience/education; Qualifications could be required/preferred qualifications. However we have both Required Qualifications and Preferred Qualifications. Might be better to put them under Qualifications. But we also have Educational Requirements and Work Experience. Could put those under Requirements. Let's decide: - Requirements: Experience (10+ years wealth management), Education (University degree preferred), Physical (Sedentary work). Could also include Career level? Not needed. - Qualifications: maybe we could list Required Qualifications: 10+ years’ wealth management experience; Preferred Qualifications: University degree. But that duplicates. Actually Required Qualifications is exactly the experience; Preferred Qualifications is degree. So we could put Required Qualifications under Requirements and Preferred under Qualifications? But the instruction says we can have both sections; we just need to avoid filler. Let's treat: Requirements: Experience (10+ years wealth management), Physical (Sedentary work). Qualifications: Preferred: University degree. But we also have Required Qualifications already captured as experience. Might be okay. Alternatively combine everything under Qualifications: Required and Preferred. But then we would have no Requirements section. The instruction says we can include a section only when posting has real specific content. It's okay to have only Qualifications and not Requirements. But we also have Educational Requirements and Work Experience which are specific. Might be better to have Requirements (Experience, Education) and Qualifications (maybe none). But we have Preferred Qualifications: University degree which is similar to education. Could be redundant. Given the instruction to prefer few substantive sections over many thin ones, we could combine experience and education into a single "Requirements" section, and maybe not have a separate Qualifications section. However we also have "Related Skills" which is a Skills section. Thus sections: About the role, Responsibilities, Requirements, Skills, Benefits, Pay. We'll omit Qualifications as redundant. Now Benefits: The Benefits And Total Rewards paragraph. Pay: Base Pay Range: $240,000/yr - $290,000/yr plus mention of incentive program. We'll include that. Schedule: none. Now we need to output HTML fragment only, with

headings and

• for lists,

  for prose. We must not include any extra text like explanations. Let's craft. First, About the role: combine the initial description plus maybe POSITION SUMMARY? But we should not duplicate. We'll write a concise paragraph covering the role's purpose. Paragraph: "This role owns the enterprise strategy and long‑term operating model for how TIAA generates, routes, and converts leads and referrals across all Wealth & Advice sources and channels. It sets multi‑year direction for the leads and referrals program, shapes how TW&A collaborates with other business lines on growth, builds the organizational capability needed to scale the function over time, negotiates alignment with senior stakeholders and channel owners across the enterprise, exercises judgment in anticipating shifts in client behavior and channel economics, and is accountable for the performance of a team." That's good. Now Responsibilities:

  • each item. We'll list the consolidated responsibilities. Let's draft items: - Establish enterprise strategy and multi‑year roadmap for leads and referrals across all TIAA sources and channels, anticipating market and business shifts. - Review current leads and referrals processes and develop an enterprise strategy/program to support TIAA Wealth & Advice growth aspirations. - Design and govern the operating model (decision rights, escalation paths, performance standards) and operationalize new program structure/processes, ensuring alignment with senior stakeholders. - Negotiate goals, metrics, SLAs, and handoff standards with channel owners and business unit leaders; hold partners accountable through ongoing governance. - Direct enterprise‑level assessment of channel capacity and develop long‑term frameworks to optimize lead/referral volume, flow, and quality. - Partner with Solutions Design and Technology leadership to define, prioritize the multi‑year capability and investment roadmap and to define required capabilities. - Manage the team: set staffing strategy and long‑term organizational design; manage performance via regular feedback and formal reviews; foster a culture of engagement, motivation, and development. - Build leadership bench strength through structured development and succession planning. That seems comprehensive. Now Requirements: list. - 10+ years of wealth management experience required. - University degree preferred. - Sedentary work environment. Now Skills: list from Related Skills. List: Business Development, Client Relationship Management, Collaboration, Consultative Communication, Continuous Improvement Mindset, Due Diligence, Practice Management Strategy, Prioritizes Effectively, Quantitative Analysis, Retirement Planning Selling, Sales, TIAA Products/Services Acumen, Wealth Management. We'll put each as
  • . Now Benefits: paragraph from Benefits And Total Rewards. Paragraph: "The organization is committed to making financial well‑being possible for its clients and equally committed to the well‑being of our associates. That’s why we offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health, wellness and work‑life offerings that can help you achieve and maintain your best possible physical, emotional and financial well‑being." Now Pay: paragraph. Paragraph: "Base Pay Range: $240,000/yr – $290,000/yr. Actual base salary may vary based upon relevant experience, time in role, base salary of internal peers, prior performance, business sector, and geographic location. In addition