Managing Director - Client Leads & Referrals, Wealth Management

We need to output HTML fragment with sections: About the role? Actually we need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. The posting includes: description (Wealth Leads & Referrals...), responsibilities (multiple bullet-like sentences), educational requirements, work experience, physical requirements, career level, position summary, key responsibilities (duplicate), required qualifications, preferred qualifications, related skills, anticipated posting end date, base pay range, benefits and total rewards description, company overview, culture, etc. We need to avoid repeating job title as heading. Also no Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to strip out sections like Equal Opportunity, Accessibility Support, Drug and Smoking Policy, Privacy Notices, etc. Also remove duplicated lines (like "PREFERRED QUALIFICATIONS: University degree" appears twice). Also remove "Anticipated Posting End Date: 2026-09-19" maybe not needed as it's metadata; but it's not a heading; we could keep as a short paragraph? The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we could include that as a short

maybe. But we need to preserve all substantive information. The posting end date is not substantive? Might be considered metadata; but we could keep as a short paragraph. We need sections: About the role (maybe the initial description), Responsibilities (key responsibilities), Requirements (maybe educational requirements + work experience?), Qualifications (required and preferred?), Skills (related skills), Benefits (Benefits and Total Rewards), Pay (Base Pay Range), Schedule (maybe not present; no schedule info, so we should not create Schedule section). Also maybe "Company Overview" could be part of About the role? But we have a specific heading "About the role" for role description; we could put the initial paragraph there. Company overview maybe not needed as separate section; but we could include under About the role? The instruction: "Prefer a few substantive sections over many thin ones." So we could combine company overview into About the role? But the role description already includes the role's purpose; company overview is separate. However we could include a short paragraph about company under About the role as well. But we need to preserve all substantive information; we could include a separate section "Company Overview" but that's not in the allowed headings list. The allowed headings are About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we must fit everything into those. So we can put company overview under About the role (maybe as a paragraph). Similarly, we can put "Position Summary" under About the role. Thus structure:

About the role

... (combined description, position summary, company overview)

Responsibilities

• ... each responsibility

Requirements

... maybe combine educational requirements and work experience and physical requirements? But we could also split: Requirements could contain educational requirements and work experience; physical requirements maybe also. But we need to avoid thin sections. We'll put all under Requirements.

Qualifications

Required: 10+ years’ wealth management experience. Preferred: University degree.

Skills

• ... list of related skills

Benefits

... description of benefits and total rewards

Pay

Base Pay Range: $240,000/yr - $290,000/yr. Actual base salary may vary based upon ... In addition to base salary, the competitive compensation package may include ...

We should not include Schedule as no info. We must remove duplicated lines, boilerplate. Now we need to extract substantive content. Let's parse the posting: First paragraph: "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." Then "Key Responsibilities And Duties" list: - 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 - 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 - Negotiates goals, metrics, SLAs, and handoff standards with channel owners and business unit leaders, holding partners accountable through ongoing governance - Directs enterprise-level assessment of channel capacity and long-term frameworks for optimizing lead and referral volume, flow, and quality - Partners with Solutions Design and Technology leadership to define and prioritize the multi-year capability and investment roadmap supporting the program - Manages a team, setting staffing strategy and long-term organizational design for the function - Builds leadership bench strength through structured development and succession planning, and fosters a culture of engagement and accountability across the team Then "Educational Requirements University (Degree) Preferred" "Work Experience 10+ Years Required" "Physical Requirements Physical Requirements: Sedentary Work" "Career Level 11PL" "POSITION SUMMARY: The Wealth Leads & Referrals Leader is responsible for establishing and operationalizing the TIAA leads and referrals program across all sources and channels. The role will be responsible for developing supporting capabilities to optimize the program and partner with senior stakeholders and channel owners to drive success." "KEY RESPONSIBILITIES:" (duplicate of earlier but with slightly different wording): - 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 "REQUIRED QUALIFICATIONS: 10+ years’ wealth management experience" "PREFERRED QUALIFICATIONS: University degree" "Related Skills 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 Anticipated Posting End Date: 2026-09-19 Base Pay Range: $240,000/yr - $290,000/yr Actual base salary may vary based upon, but not limited to, relevant experience, time in role, base salary of internal peers, prior performance, business sector, and geographic location. In addition to base salary, the competitive compensation package may include, depending on the role, participation in an incentive program linked to performance (for example, annual discretionary incentive programs, non-annual sales incentive plans, or other non-annual incentive plans)." Then company overview etc. We need to combine responsibilities: we have two lists; we should merge them, removing duplicates. Let's create a consolidated list of responsibilities: From first list: 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 second list: 1. Reviews current leads and referrals processes across TIAA and develop an enterprise strategy and program to support TIAA Wealth & Advice (TW&A) growth aspirations 2. Designs and operationalizes new program structure and processes, and ensures alignment with key stakeholders 3. Partners with stakeholders to define and gain alignment on core elements, e.g. goals, metrics, SLAs, handoffs 4. Works with channel owners and other partners to assess channel capacity and manage optimal leads / referrals volume, flows, quality 5. Partners with Solutions Design and Technology to define required capabilities 6. Manages performance of direct reports through regular, timely feedback as well as the formal performance review process to ensure high performance 7. Creates a culture of engagement, motivation and development of the team We can combine, removing near-duplicates: "Designs and governs the operating model..." vs "Designs and operationalizes new program structure and processes..." similar but not identical; we can keep both as separate points. "Negotiates goals, metrics, SLAs, and handoff standards..." vs "Partners with stakeholders to define and gain alignment on core elements, e.g. goals, metrics, SLAs, handoffs" similar; we could keep one. "Directs enterprise-level assessment of channel capacity..." vs "Works with channel owners and other partners to assess channel capacity and manage optimal leads / referrals volume, flows, quality" similar; we could keep one. "Partners with Solutions Design and Technology leadership to define and prioritize the multi-year capability and investment roadmap supporting the program" vs "Partners with Solutions Design and Technology to define required capabilities" similar; keep one. "Manages a team, setting staffing strategy and long-term organizational design for the function" vs "Manages performance of direct reports through regular, timely feedback as well as the formal performance review process to ensure high performance" both about managing team; we could keep both as distinct aspects. "Builds leadership bench strength..." vs "Creates a culture of engagement, motivation and development of the team" similar but distinct; we could keep both. We need to preserve ALL substantive information; we should not discard details unless they are duplicates. So we need to decide what counts as duplicate. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines". Duplicated lines meaning exact duplicates. The two lists have similar but not identical lines; they are not exact duplicates. So we should keep both sets? But that would be repetitive. However the instruction says "duplicated lines" - likely exact duplicates. Since they are not exact, we could keep both but maybe it's okay to merge similar content to avoid thin sections? The instruction: "Prefer a few substantive sections over many thin ones." It doesn't forbid merging similar content as long as we preserve all substantive information. If we merge, we risk losing some nuance. But we can combine by