Senior Manager, Vestwell Service Center

Requirements

• The Necessities
• 4-7 years of e

Benefits

Additional Information

Vestwell is the financial technology company powering the new savings economy. Our platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 350,000 businesses and over 2M active savers, with over $50B in assets saved across all 50 states. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers. To learn more, visit vestwell.com Who Are We Looking For? Vestwell is growing, and we're excited to add a Senior Manager to lead our 529 and ABLE Service Center team. As we expand our book of business, we're focused on building a service operation that scales intelligently - one where our people are highly efficient, well-supported, and delivering a consistently excellent experience to every Saver we serve. This Senior Manager will directly manage a team of approximately 10 employees consisting of coordinators and associates. This role will play a central part in how we think about operational capacity, team development, and the product enhancements that make our service team's work faster and simpler. Ideally, you have 4-7 years of experience leading service or operations teams in a regulated environment, with a track record of improving efficiency and a genuine interest in how technology and process can reduce friction for both customers and the people serving them. You'll partner closely with Service Center leadership, the QA & Training Manager, our IRA team, relationship managers, and our product organization to ensure that the 529 and ABLE service experience keeps pace with Vestwell's growth. This role sits at the intersection of people leadership, operational strategy, and cross-functional influence - and we're looking for someone who is energized by all three. What Will You Be Doing? Day-to-day, you will be expected to: Lead the 529 & ABLE Service Team Directly manage approximately 10 coordinators handling 529 and ABLE program inquiries, ensuring consistent, high-quality service delivery Set clear performance expectations, KPIs, and quality standards, and provide ongoing coaching, feedback, and development Partner with the QA & Training Manager to ensure coordinator development is data-driven and coaching is targeted and effective Identify and develop high performers into future team lead and supervisory roles, building organizational depth over time Participate in escalations alongside relationship managers, peers, and leadership when needed, using those interactions as feedback loops to improve processes and reduce recurrence Drive Operational Efficiency & Scale Own the funded accounts-to-FTE ratio for your team and actively manage toward improvement as the business grows Identify opportunities to reduce handle time, increase first-contact resolution, and eliminate repeat contacts through process and workflow improvements Build and maintain capacity models that give leadership clear, data-backed visibility into staffing needs across growth scenarios Partner with Regina and finance to model how the team should scale as new business is added - with a focus on doing more with the right people, not simply more people Champion a culture of continuous improvement and accountability within your team, connecting day-to-day operations to Vestwell's mission Advocate for Product Enhancements Represent the 529 and ABLE customer and coordinator voice in product planning conversations, grounded in structured data on contact drivers, error patterns, and resolution friction Distinguish between isolated issues and systemic problems, and bring prioritized, well-supported enhancement requests to the product team Come to product conversations prepared with contact volume by category, error rates, estimated deflection impact, and a clear point of view on priority Close the loop - track whether shipped product changes actually reduce inbound volume or improve resolution, and report back to leadership and product with findings Manage Performance & Human Capital Establish clear performance standards and differentiate coaching and development investment based on individual needs and potential Identify performance gaps early, document fairly, and partner with HR to manage improvement plans with care and consistency Ensure strong performers have visible growth paths and feel invested in Partner with HR on succession planning and role design as the team evolves Deliver Reporting & Insights Own a regular operational dashboard covering contact volume, handle time, first-contact resolution, error rate, and coordinator utilization Present findings to Regina in a format she can act on and share with senior leadership Track the impact of process and product changes over time, and use data to inform future recommendations

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