AGENCY DEVELOPMENT MANAGER

General Description:

The Agency Development Manager is responsible for driving growth, performance, and agency engagement within the assigned market. This role is built on three core pillars: Sales Execution, Recruiting & Training, and Relationship Management.

This individual will actively contribute to production while strengthening agency partnerships, developing talent, and executing market strategies. The role works closely with the CEO to support both strategic direction and operational execution at the market level.

Essential Duties and Responsibilities:

Sales Leadership & Production

• Drive personal and team production across assigned territories.
• Lead by example in prospecting, quoting, closing, and account rounding.
• Execute sales strategies aligned with company growth targets and product initiatives.
• Monitor pipeline activity, conversion ratios, and revenue performance.
• Identify opportunities to increase cross-selling, referrals, and retention within the existing book of business.

Recruiting, Training & Team Development

• Recruit, onboard, and train new producers and agency staff to support market growth.
• Provide hands-on coaching by demonstrating best practices and effective sales behaviors.
• Support team development in sales techniques, product knowledge, and client engagement.
• Reinforce performance expectations and accountability standards.

Relationship Management

• Build and maintain strong relationships with agents, brokers, and internal stakeholders.
• Serve as a key point of contact for agency partners, identifying growth opportunities and addressing challenges.
• Strengthen retention through proactive engagement and service support.
• Collaborate with underwriting, claims, and operations teams to ensure a seamless client experience.

Market Strategy & Operational Excellence

• Partner with the CEO to execute market-level strategies.

• Reinforce the Agency Mission, ensuring alignment with company standards, culture, and performance expectations.

• Track and support performance metrics, including:

• Production and revenue growth

• Lead conversion and pipeline activity

• Cross-selling and referral generation

• Identify opportunities to improve processes, efficiency, and overall performance.

Activity & Lead Strategy

• Evaluate lead sources, sales campaigns, and prospecting efforts.

• Develop strategies to:

• Re-engage inactive prospects

• Expand existing accounts

• Increase overall market penetration

• Ensure consistent field activity, including agency visits, client meetings, and networking events.

Perform other duties as requested.

Supplemental Information:

This job description has been prepared to indicate the general nature and level of the work that the employees perform within their classification. This description is not and cannot be interpreted as an inventory of all the duties, tasks, responsibilities and qualifications required for the employees assigned to this job.

Education and / or Experience:

Bachelor’s degree in Business, Marketing, Risk Management, or related field (preferred).

5–10+ years of insurance sales, agency development, or territory management experience, preferably in P&C.

Demonstrated success in driving production and building agency relationships.

Experience training or mentoring producers or sales staff.

Strong understanding of insurance products and agency distribution models.

Licenses and / or Certifications:

Agent license required or obtain the license within 60 days after hre

Physical Demands:

The physical demands described here are representative of those that must be complied with by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

The employee may be required to sit in front of a computer monitor for long periods of time, generally for 6 to 8 hours each workday, with employees being able to take breaks throughout the day as necessary.

The work is in the office and is considered a sedentary position. It may require occasional walking and standing in addition to sitting at a desk. It may require lifting of items, but at any time no more than 10-20 pounds typically.

Work Environment:

The characteristics of the work environment here described are those that represent what the

employee does while he/she performs the essential duties of the job. The company can reasonably accommodate disabled employees so that they can accomplish the essential functions of the job.

For on-site employees, the work is done in the interior of the building at normal temperature, air conditioning, good illumination, clean areas with minimal risks.

The noise level in the work environment is usually moderate.

Off-site employees are exposed to temperature changes and moderate noise levels.

Competencies:

Adaptability

This competency measures employees’ ability to understand the purpose behind change. Employees with adaptability understand that any change needs to be communicated with a comprehensive approach to facilitate the process of adjustment. These employees can be flexible and work in a wide variety of situations, with individuals or groups. They effectively modify their behaviors to manage change. They understand and appreciate differences and opposite perspectives. Adaptable employees understand how the ability of accepting and managing change makes possible the accomplishment of organizational objectives.

Application of functional and organizational knowledge

This competency is focused on employees’ technical and organizational knowledge and how these are applied for the benefit of the organization. Employees possess the skills and knowledge required for the position; and perform their duties competently. They align their own behaviors with the needs, priorities and objectives of the organization and act in such a way as to promote the company’s objectives and needs. They perform tasks within given time, avoid unnecessary interruptions and plan their time to comply with standards and achieve desired results. They understand how their decisions impact the organization. They demonstrate the ability to apply their knowledge in every-day situations to obtain expected results. They show interest in developing new knowledge and skills. They are considered a learning resource for their teammates.

Customer focus

This competency focuses on employees’ ability to effectively manage their relationships with internal and external customers. Employees that demonstrate customer focus will perform their job according to service needs and customer’s demands, establishing relationships of trust and considering the customer as their number one priority. These employees abide by all compliance and process guidelines governing their responsibilities to ensure meeting service needs with a high degree of quality.

Strategic and analytical capabilities

This competency focuses on the skills that allow employees to anticipate future situations (advantages and threats) by performing a series of planned actions and by making decisions that are beneficial to the business. Employees with this competence are able to analyze and understand situations from several perspectives. They demonstrate the ability to organize a problem or situation in a systematic way and can establish comparisons from different angles. They recommend action plans to meet objectives of the organization without losing perspective of its mission and vision.

Communication and interpersonal relationships

This competency is focused on the employees’ ability to transmit clear ideas to customers, colleagues and leaders to facilitate the communication process and to achieve the goals of the team. Employees with strong communication and interpersonal skills are able to listen carefully to understand the information and can respond with empathy. They promote an environment of professional respect which helps to maintain excellent working relationships.