The Director, Global Wellbeing is a member of the Global Pension, Benefits and Wellbeing Team, and reports to the AVP, Global Benefits and Wellbeing.

Position is hybrid in North America where we have primary offices.

The Director, Global Wellbeing will lead the next chapter of a mature and established global wellbeing program, building on a strong foundation while driving innovation, optimization, and greater global consistency. This role develops and executes a comprehensive global wellbeing strategy that supports all facets of employees’ wellbeing, while advancing business objectives and enhancing the employee experience. Partnering across Total Rewards, Talent COE-People Experience, business leadership, and external partners to design and deliver programs and initiatives that improve workforce wellbeing, engagement, productivity, and organizational resilience. The successful candidate will bring fresh ideas, thought leadership, and a forward-looking perspective, coupled with the ability to translate strategy into action and deliver measurable outcomes. The Director provides strategic leadership, governance, program oversight, vendor management, and analytics to ensure wellbeing programs meet the evolving needs of a modern global workforce.

Position Responsibilities:

Global Wellbeing Strategy (20%)

• Develop and lead the global wellbeing strategy aligned with organizational priorities and employee needs.

• Monitor emerging wellbeing trends and recommend innovative programs and practices.

• Partner with global and regional stakeholders to ensure programs are locally relevant while maintaining strategic consistency.

• Provide thought leadership and subject matter expertise in workforce wellbeing, driving programs and partnerships that strengthen employee wellbeing, engagement, and experience.

Program Design and Management (25%)

• Lead the design, implementation, and ongoing management of global wellbeing programs and initiatives.

• Evaluate and enhance existing programs to improve employee participation, outcomes, and return on investment.

• Ensure a consistent employee experience across wellbeing offerings.

• Develop wellbeing policies, frameworks, and governance processes.

• Foster collaboration with internal partners including, Talent COE – People Experience, Total Rewards, Benefits, Inclusion, Impact, ERGs, and business teams to identify opportunities to integrate wellbeing into broader Total Rewards and people programs.

• Oversee program budgets, forecasts, investment priorities, and business cases

• Develop and manage relationships with wellbeing vendors, consultants, and strategic partners.

• Establish performance expectations and monitor outcomes against contractual commitments and service-level agreements.

• Conduct vendor evaluations, benchmarking, and sourcing activities, including RFP processes.

• Drive continuous improvement through vendor innovation and performance management.

Communications and Employee Engagement (10%)

• Partner with communications teams to develop comprehensive wellbeing communication strategies.

• Promote awareness and engagement through targeted campaigns and educational initiatives.

• Support leaders in fostering a culture of wellbeing across the organization.

Leadership and Team Development (15%)

• Lead and develop a high-performing wellbeing team.

• Create a culture of innovation, accountability, and continuous improvement.

Analytics and Measurement (10%)

• Develop meaningful metrics to assess wellbeing program effectiveness and employee engagement.

• Leverage data and insights to identify trends, opportunities, and areas for improvement.

• Prepare executive-level reporting and recommendations.

• Measure outcomes related to workforce wellbeing, participation, productivity, and employee experience.

Governance, Compliance, and Risk Management (5%)

• Ensure wellbeing programs comply with applicable legal, regulatory, and privacy requirements.

• Maintain appropriate governance, documentation, and controls.

• Assess and mitigate risks associated with wellbeing initiatives and vendor relationships.

Vendor and Partner Management (15%)

Required Qualifications:

• Bachelor's degree in Human Resources, Health Promotion, Public Health, Business, Psychology, or a related field.

• 10+ years of progressive experience in wellbeing, benefits, employee experience, Total Rewards, or related HR functions.

• Demonstrated experience developing and executing enterprise or global wellbeing strategies.

• Strong vendor management and stakeholder management experience.

• Excellent analytical, communication, and influencing skills.

• Experience presenting to senior leadership and executive stakeholders.

• Proven ability to lead complex global initiatives in a matrixed environment.

Preferred Qualifications:

• Experience supporting multinational organizations.

• Relevant wellbeing, benefits, health management, coaching, or HR certifications.

• Experience leveraging wellbeing data and workforce analytics to drive strategy.

The successful candidate will influence strategy, enhance employee experience, and help create a culture where employees can thrive personally and professionally. By driving innovative wellbeing solutions and fostering strong partnerships across the organization, this role will directly contribute to helping employees make decisions easier and live healthier, more fulfilling lives.

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.

#LI-Hybrid

The role being advertised is an existing vacancy.

À propos de Manuvie et de John Hancock

La Société Financière Manuvie est un chef de file mondial des services financiers qui aide les gens à prendre leurs décisions plus facilement et à vivre mieux. Pour en apprendre plus à notre sujet, rendez vous à l’adresse www.manuvie.com.

Manuvie est un employeur qui souscrit au principe de l’égalité d’accès à l’emploi

Chez Manulife/John Hancock nous valorisons notre diversité. Nous nous efforçons d’attirer, de perfectionner et de maintenir une main d'oeuvre qui est aussi diversifiée que nos clients, et de favoriser la création d’un milieu de travail inclusif qui met à profit la diversité de nos employés et les compétences de chacun. Nous nous engageons à assurer un recrutement, une fidélisation, une promotion et une rémunération équitables, et nous administrons toutes nos pratiques et tous nos programmes sans discrimination en raison de la race, de l’ascendance, du lieu d’origine, de la couleur, de l’origine ethnique, de la citoyenneté, de la religion ou des croyances ou des convictions religieuses, du genre (y compris grossesse et affection liée à une grossesse), de l’orientation sexuelle, des caractéristiques génétiques, du statut d’ancien combattant, de l’identité de genre, de l’expression de genre, de l’âge, de l’état matrimonial, de la situation de famille, d’une invalidité ou de tout autre motif protégé par la loi applicable.

Nous nous sommes donné comme priorité d’éliminer les obstacles à l’accès égalitaire à l’emploi. C’est pourquoi un représentant des Ressources humaines collaborera avec les candidats qui demandent accommodement raisonnable pendant le recrutement. Tous les renseignements communiqués pendant le processus de demande d'accommodement seront stockés et utilisés conformément aux lois et aux politiques applicables de Manuvie. Pour demander une mesure d’accommodement raisonnable dans le cadre du recrutement, écrivez à hr@manulife.com.

Referenced Salary Location

Modalités de travail

Salary range is expected to be between

Les employés ont également la possibilité de participer à des programmes incitatifs et de recevoir une rémunération liée à la performance de l’entreprise et des individus. Le salaire réel variera selon les conditions du marché local, la région géographique et les facteurs propres au poste, tels que les connaissances, les compétences, les qualifications, l’expérience et la formation. Si vous postulez à ce poste en dehors de votre lieu principal, veuillez contacter hr@manulife.com pour connaître la fourchette salariale applicable à votre région.

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.

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