Job Information
Manulife MCBL Communication and Engagement Manager in Makati City, Philippines
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.
Acerca de Manulife y John Hancock
Manulife Financial Corporation es un importante proveedor internacional de servicios financieros que ayuda a las personas a tomar decisiones de una manera más fácil y a vivir mejor. Para obtener más información acerca de nosotros, visite http://www.manulife.com .
Manulife es un empleador que ofrece igualdad de oportunidades
En Manulife/John Hancock, valoramos nuestra diversidad. Nos esforzamos por atraer, formar y retener una fuerza laboral tan diversa como los clientes a los que prestamos servicios, y para fomentar un entorno laboral inclusivo en el que se aprovechen las fortalezas de las culturas y las personas. Estamos comprometidos con la equidad en las contrataciones, la retención de talento, el ascenso y la remuneración, y administramos todas nuestras prácticas y programas sin discriminación por motivos de raza, ascendencia, lugar de origen, color, origen étnico, ciudadanía, religión o creencias religiosas, credo, sexo (incluyendo el embarazo y las afecciones relacionadas con este), orientación sexual, características genéticas, condición de veterano, identidad de género, expresión de género, edad, estado civil, estatus familiar, discapacidad, o cualquier otro aspecto protegido por la ley vigente.
Nuestra prioridad es eliminar las barreras para garantizar la igualdad de acceso al empleo. Un representante de Recursos Humanos trabajará con los solicitantes que requieran una adaptación razonable durante el proceso de solicitud. Toda la información que se haya compartido durante el proceso de solicitud de adaptación se almacenará y utilizará de manera congruente con las leyes y las políticas de Manulife/John Hancock correspondientes. Para solicitar una adaptación razonable en el proceso de solicitud, envíenos un mensaje a hr@manulife.com .
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