Head of Succession Planning

The Opportunity

The Head of Succession Planning is a pivotal leadership role responsible for designing, leading, and executing Manulife Wealth’s national advisor succession strategy and the Summit practice acquisition program across Canada. This role ensures continuity of client service, protection and enhancement of client relationships, and profitable growth by managing advisor/branch owner transitions and overseeing the acquisition and optimization of advisor practices. You will take full ownership of the Summit Program end-to-end – from lead generation and pipeline management, through deal structuring and closing within target budget ranges, to operationalizing and enhancing the value of acquired businesses. This includes supporting both internal Manulife Wealth advisors and new recruits who have joined Manulife Wealth and are seeking an exit path. You will build and lead strong cross-functional relationships across Manulife Wealth and the broader Manulife organization. They will be responsible for planning and directing succession planning initiatives, Summit program execution, and the programs and support required for advisors’ practices, their teams, and branch owners. Adept at communicating vision, driving engagement, and challenging the status quo, this leader will bring the succession planning support and Summit strategy to life. Specifically, this role will support the build-out of an operating model to achieve and drive the following. This is a highly visible position that requires collaboration across the Manulife organization beyond Manulife Wealth. It is essential that the incumbent works in partnership with internal partners, distribution groups, and Canadian Segment partners such as Manulife Bank, Manulife Investments and Manulife Insurance to ensure respective strategies and initiatives are aligned and implemented in a mutually beneficial manner. The role requires a delicate balance of relevant industry experience, advanced leadership skills, strategic and analytical thinking, deal-making capability, creative problem solving, perseverance, and agility to pivot from working on the business (strategy, design, governance) to working in the business (individual deals, advisor transitions, and integration) as needed.

Position Responsibilities

Advisor and Branch Succession Support:

• Develop and implement national strategies to support advisors and branch owners nearing retirement or seeking an exit, ensuring smooth transitions with minimal client disruption and strong asset retention.

Summit Program Leadership

• Spearhead the Summit practice acquisition program, including lead generation, pipeline development, deal negotiation, closing, and post-acquisition integration and value creation.

Recruitment-Linked Exit Options:

• Partner closely with advisor recruiting teams so that new recruits to Manulife Wealth understand and can leverage the Summit Program as a future exit option, integrating succession considerations into the recruitment value proposition.

Operational Excellence & Integration

• Collaborate with regional and head office teams to operationalize succession and Summit deals efficiently, ensuring alignment with Manulife Wealth’s platforms, tools, and best practices.

National Collaboration

• Establish and maintain strong partnerships across Manulife, including Manulife Bank, Manulife Investments and Manulife Insurance, to ensure strategic alignment and the successful implementation of shared initiatives supporting transitioning and acquired practices.

Growth Leadership

• Support initiatives to drive advisor growth, including recruitment, retention, and development programs.

Advisor Engagement

• Lead efforts to increase advisor engagement through innovative programs and resources. Gather and analyze feedback to continuously improve service offerings and support structures.

Strategic Planning And Execution

• Drive the development and execution of strategic plans that align with Manulife Wealth’s growth ambitions, focusing on advisor success and enhanced client experiences.

Risk And Compliance

• Maintain an up-to-date understanding of industry regulations and work closely with compliance and legal teams to mitigate risks and ensure adherence to regulatory standards.

Overall

• Lead and expand a robust national succession planning and Summit program.
• Proactively identify advisors/branch owners and recruits seeking succession or exit options and build a strong opportunity pipeline.
• Structure and close Summit deals efficiently, effectively, and within target budget ranges and risk parameters.
• Operationalize acquired practices and enhance their value through improved practice management, technology adoption, and client experience.
• Support advisory teams and branch owners in planning and executing orderly transitions, with a strong focus on client retention and continuity of service.
• Help successfully transition and retain assets from advisors moving into retirement and move their books of business to the most cost‑efficient and strategically aligned distribution options within the firm.
• Support our aggressive growth and recruiting plans.
• Enable advisor growth activities.
• Support acquired advisory practices for efficiency and implementation of new technologies, resources and programs.
• Help us successfully transition and retain assets from advisors who are moving into retirement over the next 5 years and move their books of business to more cost‑efficient distribution options within the firm.

Accountabilities

Succession Planning for Advisors/Branch Owners

• Design, lead, and continuously refine Manulife Wealth’s national advisor and branch owner succession strategy, ensuring orderly transitions and strong client and asset retention.
• Proactively identify advisors and branch owners (both internal and newly recruited) approaching retirement or seeking an exit and assess readiness for transition based on tenure, business volume, client relationships, and practice health.
• Coach advisors and branch owners to clarify their succession goals, contingency plans, understand practice valuation and options (including Summit), and design transition plans aligned with their personal objectives and corporate goals.
• Segment advisors and branch owners based on strategic value to the organization and tailor succession and transition support to retain top talent and protect and grow results.
• Support advisors in maintaining and growing their businesses during

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