Coach Jobs

About The Position

Requirements

• 5+ years of experience in Wealth Management, sales enablement, performance coaching, or a related field.
• Strong knowledge of Wealth Management, advisor dynamics, PCRM expectations, client needs, field execution, and performance drivers.
• Experience developing advisors, PCRM, or role-based onboarding and coaching programs.
• Experience diagnosing performance gaps and delivering coaching solutions that drive behavior change.
• Experience developing and facilitating coaching sessions, workshops, new hire programs, line of business education sessions, or role-based learning experiences.
• Ability to use data, reporting, and field feedback to evaluate adoption, performance, and business impact.
• Strong communication and interpersonal skills with the ability to influence leaders, build alignment, and manage cross-functional partnerships.
• Strong organizational skills with the ability to manage multiple priorities and meet deadlines.
• Demonstrated adaptability and flexibility in managing changing business needs.
• Strong Excel and PowerPoint skills.
• Completed Bachelor's degree.

Nice To Haves

• Experience accelerating advisor or PCRM readiness through structured onboarding programs.
• Experience creating executive-ready communications, field materials, coaching tools, and performance insights.
• Proven success enabling leaders to reinforce coaching and sustain behavior change.
• Experience working across multiple stakeholder groups within a Wealth Management organization.
• Experience using performance metrics and field feedback to drive continuous improvement initiatives.

Responsibilities

• Diagnose performance and capability gaps for new advisors to the organization and PCRMs in the TSM market using field insight, data, leader input, and business priorities to identify root causes and targeted solutions.
• Deliver 1:1 coaching to new advisors and PCRMs in the TSM market across varying levels of expertise, tailoring approach and messaging to drive adoption, consistency, and sustained behavior change.
• Facilitate new advisor and PCRM development programs that establish baseline knowledge, accelerate readiness, and support stronger field performance across the TSM market.
• Design and deliver focused workshops, coaching sessions, and reinforcement routines that address emerging gaps, role-specific needs, and evolving execution priorities.
• Equip TSM leaders with coaching frameworks, performance insights, and practical tools to reinforce expectations and strengthen accountability for new advisor and PCRM readiness.
• Translate shifting field needs and business priorities into actionable development strategies, field-ready guidance, and scalable enablement solutions.
• Facilitate line of business education sessions for TSM advisors and PCRMs that deepen understanding of partner priorities, foster stronger relationships, and improve partnership effectiveness.
• Partner with leaders and stakeholders to embed coaching into daily routines, performance conversations, and execution standards.
• Influence colleagues and leaders across all levels of the organization by building credibility, creating alignment, and connecting execution behaviors to business outcomes.
• Manage execution of coaching, training, and performance enablement initiatives for new advisors and PCRMs from needs assessment through delivery, adoption, and reinforcement.
• Define success measures, track adoption and business impact, and prepare concise updates for leadership on progress, risks, and opportunities.
• Identify opportunities to scale effective coaching practices, improve consistency across Wealth, and strengthen organizational capability.
• Use data, field feedback, and leader input to evaluate effectiveness and continuously refine enablement priorities.

Benefits

• Equal employment and advancement opportunities to all colleagues and applicants for employment without regard to age, ancestry, color, citizenship, physical or mental disability, perceived disability or history or record of a disability, ethnicity, gender, gender identity or expression, genetic information, genetic characteristic, marital or domestic partner status, victim of domestic violence, family status/parenthood, medical condition, military or veteran status, national origin, pregnancy/childbirth/lactation, colleague’s or a dependent’s reproductive health decision making, race, religion, sex, sexual orientation, or any other category protected by federal, state and/or local laws.
• Fostering an inclusive culture that enables all colleagues to bring their best selves to work every day and everyone is expected to be treated with respect and professionalism.
• Employment decisions are based solely on merit, qualifications, performance and capability.