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Voya Financial

Sales Reporting & Data Strategy

Salary$137k – $171k
LocationMinneapolis, MN
Typefull-time
DepartmentSales Reporting & Data Strategy
Company size10,000+ people
First seen2d ago
Last seen58m ago
Together we fight for everyone’s opportunity for a better financial future.
We will do this together — with customers, partners and colleagues. We will fight for others, not against: We will stand up for and champion everyone’s access to opportunities. The status quo is not good enough … we believe every individual and every community deserves access to financial opportunities. We are determined to support both individuals and communities in reaching a better financial future. We know that reaching this future depends on our actions today.
Like our Purpose Statement, Voya believes in being bold and committed to action. We are committed to a work environment where the differences that we are born with — and those we acquire throughout our lives — are understood, valued and intentionally pursued. We believe that our employees own our culture and have a responsibility to foster an environment where we all feel comfortable bringing our whole selves to work. Purposefully bringing our differences together to positively influence our culture, serve our clients and enrich our communities is essential to our vision.
Are you ready to join a company with a strong purpose and a winning culture? Start your Voyage – Apply Now
Position Summary
The Manager or Director, Sales Reporting & Data Strategy will lead the development and execution of the Employee Benefits data, reporting, and insights strategy, beginning with sales operating reporting and commercial performance management.
This leader will establish the reporting capabilities, metrics, and operating rhythms needed to help Distribution and Employee Benefits leadership understand performance, identify opportunities, and take action. Initial priorities will include creating an integrated view of sales results, pipeline, activity, persistency, product and segment trends, producer performance, and progress against business plans.
Building from this commercial reporting foundation, the role will oversee the broader Employee Benefits data and reporting strategy, governance model, and portfolio of data, analytics, AI, and automation priorities. This individual will serve as the primary business liaison among Employee Benefits leaders and Technology, Enterprise Data, Analytics, and AI teams—ensuring business needs are translated into clear requirements, prioritized against enterprise capabilities, and governed through a transparent roadmap.
This is a business strategy and enablement role, not a technology delivery or data engineering function. The role will define what the business needs, establish priorities and governance, and partner with technical teams responsible for architecture, platforms, engineering, and solution delivery.
The successful candidate will combine commercial and operational acumen with data and reporting expertise. This individual must be able to establish a long-term vision while also driving practical improvements that increase confidence in the information used to run the business.
This is initially a highly visible individual contributor role with the potential to build and lead a broader reporting and data strategy team as the capability matures. The final level—Manager or Director—will be determined based on the selected candidate’s experience, demonstrated leadership, and scope of prior responsibility.
Key Responsibilities
Sales Operating Reporting and Commercial Insights
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Own the strategy and roadmap for sales operating reporting across Employee Benefits.
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Establish an integrated view of commercial performance across sales results, pipeline, activity, persistency, product, segment, region, broker, producer, and representative performance.
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Define the reporting and insights required by sales representatives, regional leaders, Distribution leadership, and senior Employee Benefits executives.
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Develop a consistent hierarchy of commercial reporting, from individual representative dashboards and regional business plans through executive-level performance reporting.
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Partner with Sales Operations and Distribution leaders to establish KPIs, targets, scorecards, reporting cadences, and performance-management routines.
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Translate commercial data into actionable insights that help leaders identify performance gaps, prioritize opportunities, and drive specific sales behaviors.
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Ensure reporting supports sales planning, pipeline management, coaching, performance discussions, and resource allocation.
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Reduce manual, duplicative, and inconsistent sales reporting by establishing common definitions, reporting standards, and trusted data sources.
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Move commercial reporting from retrospective performance updates toward forward-looking insights, opportunity identification, and decision support.
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Drive adoption of dashboards and reporting tools by embedding them into business processes and leadership routines.
Employee Benefits Data and Reporting Strategy
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Develop and own the Employee Benefits data, reporting, and insights strategy and multiyear roadmap.
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Build upon the initial Distribution focus to support product, underwriting, operations, customer, financial, and workforce priorities.
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Maintain an integrated view of Employee Benefits reporting needs, data dependencies, capability gaps, and modernization opportunities.
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Assess the current data and reporting landscape, including key data sources, platforms, reports, integrations, and business dependencies.
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Identify opportunities to simplify, consolidate, automate, modernize, or retire existing reports and tools.
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Establish the data and reporting foundation required to support advanced analytics, AI, and automation.
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Identify opportunities to use data and insights to improve profitable growth, customer experience, operational performance, and strategic decision-making.
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Ensure the data and reporting roadmap remains aligned with Employee Benefits priorities and enterprise data and technology strategies.
Strategy Governance and Prioritization
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Establish and lead a governance process for Employee Benefits data, reporting, analytics, AI, and automation priorities.
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Create a transparent intake and prioritization model that evaluates initiatives based on business value, strategic alignment, feasibility, risk, dependencies, and available capacity.
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Own and maintain an integrated portfolio and roadmap of Employee Benefits data and reporting initiatives.
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Facilitate governance forums that bring together business, Technology, Enterprise Data, Analytics, and AI leaders to make prioritization, investment, and sequencing decisions.
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Establish clear initiative owners, decision rights, milestones, dependencies, risks, and expected business outcomes.
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Create transparency into priorities, delivery status, resource constraints, and unresolved decisions.
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Track progress against the roadmap and escalate delivery risks or competing priorities when necessary.
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Establish measures to assess adoption, business impact, and return on data and reporting investments.
Business, Technology, Data and AI Partnership
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Serve as the primary strategic liaison between Employee Benefits and Technology, Enterprise Data, Analytics, and AI teams.
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Translate business strategies, operating challenges, and user needs into clearly defined capabilities, use cases, and requirements.
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Represent Employee Benefits priorities in enterprise technology, data, architecture, analytics, and AI planning.
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Partner with technical teams on solution design, platforms, architecture, integrations, and modernization decisions while maintaining clear accountability for business strategy and prioritization.
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Ensure proposed technical solutions address defined business outcomes and can be effectively adopted within business workflows.
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Establish clear roles and responsibilities across business and technical teams.
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Create transparency into demand, delivery capacity, sequencing, dependencies, ownership, and progress.
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Connect emerging enterprise data, analytics, and AI capabilities to practical Employee Benefits business opportunities.
Data Governance and Business Ownership
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Establish and operationalize an Employee Benefits data governance framework aligned with enterprise standards.
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Define business ownership, stewardship, accountability, and decision rights for critical data domains.
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Establish common business definitions and authoritative sources for sales, operational, customer, product, and financial metrics.
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Partner with business functions to identify data owners and improve accountability for data quality and integrity.
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Define processes for identifying, escalating, prioritizing, and resolving data-quality issues.
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Ensure Employee Benefits governance aligns with enterprise data governance, privacy, security, and regulatory requirements.
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Promote consistent adoption of data standards, definitions, and governance practices across business functions.
Data Enablement and Capability Development
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Serve as a strategic advisor to Employee Benefits leadership on reporting, analytics, AI, and emerging data capabilities.
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Improve data fluency and help business leaders effectively interpret and use available information.
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Lead change management and adoption for new dashboards, reporting capabilities, metrics, governance practices, and tools.
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Establish standards and reusable practices for business requirements, reporting development, testing, implementation, and ongoing management.
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Develop the operating model, capabilities, and resource plan for a broader Employee Benefits reporting and data strategy function.
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Provide leadership and oversight to internal resources, external partners, and cross-functional teams supporting the roadmap.
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Build and lead a formal reporting and data strategy team as the function matures and business needs evolve.
Initial Priorities
During the first 12 months, this leader will focus on:
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Defining the sales operating reporting strategy and prioritized delivery roadmap.
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Establishing a standard commercial performance framework, including agreed-upon KPIs, definitions, data sources, targets, and reporting audiences.
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Advancing representative, regional, and executive dashboards that connect activity, pipeline, sales results, persistency, and business-plan performance.
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Creating an inventory and assessment of existing sales, commercial, and management reports.
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Identifying opportunities to consolidate, automate, modernize, or retire duplicative reporting.
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Establishing trusted data sources and common definitions for priority commercial metrics.
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Implementing an intake, governance, and prioritization process for Employee Benefits data, reporting, analytics, AI, and automation initiatives.
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Developing an integrated Employee Benefits data and reporting strategy and multiyear roadmap.
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Clarifying roles, decision rights, ownership, dependencies, and delivery expectations across business and technical teams.
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Partnering with Technology and Enterprise Data teams to define the future-state data capabilities required by Employee Benefits.
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Identifying and advancing the highest-value data gaps and use cases affecting commercial and operational decision-making.
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Establishing the data and governance foundation necessary to accelerate analytics, AI, and automation use cases.
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Defining the future operating model and talent requirements for the broader reporting and data strategy capability.
Qualifications
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Bachelors Degree required; Minimum of seven years of experience in sales analytics, business intelligence, reporting strategy, data strategy, commercial operations, analytics, or a related discipline.
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Demonstrated experience developing sales or commercial reporting that supports frontline performance management and executive decision-making.
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Strong understanding of sales metrics, pipeline management, performance scorecards, business planning, and commercial operating rhythms.
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Experience developing data and reporting strategies and translating business needs into scalable capabilities and requirements.
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Experience establishing or supporting governance structures, prioritization models, ownership frameworks, and common business definitions.
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Working knowledge of data architecture, data models, data quality, governance frameworks, reporting environments, and analytics platforms.
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Experience partnering across business leadership, Technology, Data Engineering, Analytics, AI, and other technical teams.
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Demonstrated ability to lead complex, cross-functional initiatives and influence outcomes without direct authority.
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Strong business acumen and the ability to connect reporting, data, and technology investments to measurable business outcomes.
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Ability to operate effectively as both a strategic leader and a hands-on individual contributor.
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Strong analytical, problem-solving, and prioritization skills.
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Strong executive communication skills, including the ability to translate technical concepts for business audiences and business needs for technical teams.
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Experience leading teams, external partners, or matrixed resources preferred.
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Experience in insurance, employee benefits, financial services, or another complex regulated industry preferred.
What Success Looks Like
Success in this role means sales representatives and leaders have timely, consistent, and actionable information to manage their businesses. Senior leaders have a clear view of commercial performance, risks, and opportunities, while teams across Employee Benefits are aligned around trusted metrics, authoritative data sources, and common reporting standards.
Employee Benefits will have a clear, business-led data and reporting strategy; a transparent process for prioritizing investments; and defined accountability across business, Technology, Enterprise Data, Analytics, and AI teams. Reporting will become simpler, more reliable, and more forward-looking, enabling leaders to move from reviewing results to identifying opportunities and taking action.
Over time, this role will help move Employee Benefits from fragmented and reactive reporting toward an integrated, governed, and scalable insights capability that supports profitable growth, operational performance, AI enablement, and better business decisions.
#LI-KD1
Compensation Pay Disclosure:
Voya is committed to pay that’s fair and equitable, which means comparable pay for comparable roles and responsibilities.
The below annual base salary range reflects the expected hiring range(s) for this position in the location(s) listed. In addition to base salary, Voya offers incentive opportunities (i.e., annual cash incentives, sales incentives, and/or long-term incentives) based on the role to reward the achievement of annual performance objectives. Please note that this salary information is solely for candidates hired to perform work within one of these locations, and refers to the amount Voya Financial is willing to pay at the time of this posting.
Actual compensation offered may vary from the posted salary range based upon the candidate’s geographic location, work experience, education, licensure requirements and/or skill level and will be finalized at the time of offer. Salaries for part-time roles will be prorated based upon the agreed upon number of hours to be regularly worked.
$136,560 - $170,700 USD
Be Well. Stay Well.
Voya provides the resources that can make a difference in your lives. To us, this means thriving physically, financially, socially and emotionally. Voya benefits are designed to help you do just that. That’s why we offer an array of plans, programs, tools and resources with one goal in mind: To help you and your family be well and stay well.
What We Offer
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Health, dental, vision and life insurance plans
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401(k) Savings plan – with generous company matching contributions (up to 6%)
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Voya Retirement Plan – employer paid cash balance retirement plan (4%)
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Tuition reimbursement up to $5,250/year
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Paid time off – including 20 days paid time off, nine paid company holidays and a flexible Diversity Celebration Day.
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Paid volunteer time — 40 hours per calendar year
Learn more about Voya benefits (download PDF)
Critical Skills
At Voya, we have identified the following critical skills which are key to success in our culture:
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Customer Focused: Passionate drive to delight our customers and offer unique solutions that deliver on their expectations.
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Critical Thinking: Thoughtful process of analyzing data and problem solving data to reach a well-reasoned solution.
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Team Mentality: Partnering effectively to drive our culture and execute on our common goals.
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Business Acumen: Appreciation and understanding of the financial services industry in order to make sound business decisions.
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Learning Agility: Openness to new ways of thinking and acquiring new skills to retain a competitive advantage.
Learn more aboutCritical Skills
Equal Employment Opportunity
Voya Financial is an equal-opportunity employer. Voya Financial provides equal opportunity to qualified individuals regardless of race, color, sex, national origin, citizenship status, religion, age, disability, veteran status, creed, marital status, sexual orientation, gender identity, genetic information, or any other status protected by state or local law.
Reasonable Accommodations
Voya is committed to the inclusion of all qualified individuals. As part of this commitment, Voya will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please reference resources for applicants with disabilities.
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