MCBL Communication and Engagement Manager

The MCBL Communication and Engagement Manager is responsible for improving the overall employee experience within Manulife China Bank Life Assurance (MCBL)—the bancassurance partnership between Manulife and China Bank.

This role focuses on how employees experience the company throughout their journey—from being hired, onboarded, developed, and engaged, to eventually transitioning out. The goal is to ensure employees feel informed, supported, connected, and motivated to perform at their best in a sales‑oriented bancassurance environment.

The role works closely with business leaders, cross‑functional partners, and support teams to strengthen communication, improve engagement, and ensure employee feedback leads to real and visible improvements. Rather than executing all activities personally, the role provides direction, alignment, and oversight—bringing the right people together to deliver impact.

Position Responsibilities:

1. Employee Experience & Employee Journey Ownership

• Own and govern the MCBL Employee Experience by translating Manulife’s enterprise employee experience architecture into practical, sales‑relevant experiences that meet the unique needs of Financial Sales Associates (FSA), Sales Leaders, and Head Office team.
• Align MCBL employee experience design with Manulife’s overarching Employee Experience principles, while tailoring touchpoints to the realities of a sales‑driven workforce
• Design and govern key “moments that matter” across the employee journey (Attraction, Onboarding, Development, Engagement & Retention, Separation) with clear differentiation for sales and leadership roles
• Partner with Recruitment, Training, People Partners, and Business Leaders to ensure experience ownership sits with the business—not as a standalone HR operations function
• Use employee insights and journey data to identify friction points and recommend experience improvements that enhance productivity, belonging, and retention within MCBL.

2. Engagement Strategy, Communications & Experience Governance

• Lead internal communication initiatives to ensure employees receive clear, timely, and relevant information.
• Create and manage a communication and engagement plan aligned with business goals and priorities.
• Establish clear standards on what is communicated, how often, and through which channels to avoid confusion and overload.
• Advise leaders on effective communication that supports company culture and shared understanding.
• Work with support teams to ensure communication and engagement activities are delivered with quality and consistency.

3. Digital Adoption as an Employee Experience Enabler

• Lead the adoption of key digital platforms by positioning them as enablers of the sales employee experience, not stand‑alone tools or promotional initiatives.
• Design and govern the employee experience for platforms such as the Leads Management System, Digital Learning Platform, and Online Development Programs
• Embed digital tools into onboarding, development, coaching, and performance rhythms relevant to FSAs and Sales Leaders
• Partner with Training, MIS, People Partner, and Business Leaders to ensure digital journeys support ease of work, confidence, and capability building
• Collect feedback and usage insights to simplify processes and improve ease of work.

4. Listening Strategy, Measurement & Insight‑to‑Action

• Manage how employee feedback is gathered, reviewed, and followed through.
• Use surveys, feedback sessions, and discussions to understand employee needs, concerns, and opportunities for improvement.
• Present clear and practical insights to leaders and recommend actions that strengthen engagement and employee experience.
• Support leaders in understanding employee feedback and responding effectively.

5. Leader Enablement, Stakeholder Partnership & Engagement Champions

• Enable leaders to own employee engagement and experience outcomes, while scaling impact through strong partnerships and grassroots employee involvement.

• Work closely with senior leaders and HR partners to align priorities and expectations.

• Equip Sales Leaders with practical insights, tools, and guidance to translate engagement data into everyday leadership behaviors
• Establish and oversee the Engagement Champions Network, mobilizing employees to support Townhalls, leadership connect sessions, and key engagement moments

• Manage engagement‑related vendors and budgets to ensure resources are used effectively and responsibly.

Required Qualifications:

• Proven leadership of cross‑functional, multi‑stakeholder initiatives in complex environments
• Demonstrated ability to enable leaders and scale engagement through influence and governance
• Data driven in making decisions and crafting initiatives
• Must have very strong written, verbal and presentation communication skills
• Must be strong in Power Point, Word, and Excel; Experience in Photoshop, Canva and other marketing tools a plus

Preferred Qualifications:

• Bachelor’s Degree with at least 6 years relevant experience, preferably in Employee Engagement and Events, Campaigns, and/or Communication Management in a sales / marketing organization
• 3 years’ experience in People Leader Experience in the Financial Services Industry will be an advantage
• End-to-end project management experience a plus

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.

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 hr@manulife.com.