Manager - Premiere Agency

Job Purpose:

To drive recruitment of high-quality insurance agents through effective planning, execution and governance of the FLS (Front Line Sales) network. The role focuses on building a strong agency workforce, ensuring consistent talent inflow, improving agent productivity, and strengthening the recruitment capability of the field sales team.

Key Responsibilities:

1. Recruitment Strategy & Planning

• Design and implement a comprehensive recruitment strategy to achieve monthly and annual agent recruitment targets.
• Translate organizational growth objectives into regional and branch-level recruitment plans.
• Develop FLS capacity and productivity plans to ensure optimal manpower availability for agent recruitment.
• Identify new sourcing channels (referrals, digital, campus, local activations) to broaden recruitment reach.

2. Execution & Governance

• Drive FLS hiring effectiveness and ensure each FLS meets agent recruitment productivity norms.
• Monitor recruitment funnel metrics – prospecting, interviews, licensing, and activation – and address drop-offs.
• Conduct weekly/monthly recruitment reviews with Zonal/Regional/Branch Heads to track performance and action plans.
• Implement recruitment dashboards and MIS for real-time performance visibility.

3. Capability Building

• Strengthen recruitment capability of the FLS and Sales Leaders through training, tools, and best practices.
• Partner with L&D to design and roll out Recruitment Excellence Programs for the sales force.
• Develop recruitment champions and reward high-performing FLS for consistent agent onboarding.

4. Process Excellence & Compliance

• Ensure compliance with IRDAI licensing norms and documentation requirements.
• Drive adherence to recruitment SOPs, background checks, and quality standards for agent onboarding.
• Collaborate with Operations and HR to ensure seamless agent onboarding and activation processes.

5. Analytics & Insights

• Use data analytics to forecast recruitment trends, identify underperforming zones, and predict shortfalls.
• Track recruitment cost metrics (cost per agent hired, active agent ratio, etc.) to ensure efficiency.
• Provide strategic insights to leadership for decision-making and manpower planning.