Allstate
Operational Excellence Manager
Posted on Feb 16 Texas, TX 47 views
At Allstate, great things happen when our people work together to protect families and their belongings from life’s uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers’ evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.
Job Description
We are seeking a dynamic Operational Excellence Manager to serve as a player-coach, leading a small team of
performance measurement technicians within the Employee Success organization. In this hands-on leadership
role, you will drive high-impact initiatives that elevate onboarding, coaching, engagement, and retention across
Direct Phone Sales (DPS). You will not only architect and execute strategic operational improvements, but also
mentor and develop your team, fostering a culture of continuous learning and measurable impact.
As a recognized expert in operational excellence and change leadership, you will guide your team in designing and
implementing scalable solutions, leveraging data-driven insights to improve systems and processes. Your work will
directly support Allstate’s strategic goals; delivering operational excellence, modernizing capabilities, and building
a great place to work, all while empowering your team to grow as technical experts and contributors to enterprise
transformation.
Enterprise Operational Strategy & Execution
• Lead enterprise-level initiatives that improve execution across onboarding, coaching, training, and
engagement programs.
• Translate strategic goals into scalable execution plans aligned with DPS and enterprise priorities,
including:
• Serve as a trusted advisor to senior leaders, providing insights and recommendations that shape business
strategy.
• Deliver quarterly executive-level operational reviews with measurable impact and forward-looking
recommendations.
• Formalize ramp and graduation criteria to ensure clarity and consistency in progression.
Systems Thinking & Organizational Design
• Apply systems thinking to uncover interdependencies across the employee lifecycle and broader
enterprise ecosystem.
• Lead root cause analysis and systems mapping to identify leverage points for sustainable change.
• Design interventions that improve the system as a whole; balancing efficiency, experience, and
performance.
• Partner with analytics teams to connect leading indicators (e.g., onboarding satisfaction, coaching
frequency) to lagging outcomes (e.g., retention, PTQ, item production).
• Start data-driven ramp and structured handoffs to improve speed to proficiency and retention.
• Improve licensing visibility and shared data to enhance compliance and operational transparency.
Process Architecture & Optimization
• Architect and evolve end-to-end processes using journey mapping, service blueprinting, and workflow
modeling.
• Build enterprise-ready playbooks, frameworks, and governance models that drive consistency and scale.
• Deliver monthly process health dashboards and enterprise-level recommendations.
• Develop an initial new hire status view to provide visibility into onboarding progress and readiness.
• Establish onboarding governance to ensure clarity and consistency across all phases of the employee
lifecycle.
Change Leadership & Capability Building
• Lead structured change strategies to support adoption of new tools, processes, and programs across DPS
and partner functions.
• Build enterprise change capability by mentoring leaders and teams on change frameworks (e.g., ADKAR,
Prosci, Kotter).
• Track and report adoption metrics and long-term sustainability of improvements.
• Develop communication and enablement strategies that drive alignment and engagement across all
levels.
• Embed the coaching model into operational practices to strengthen performance and retention.
• Develop the onboarding hub as a centralized resource for tools, content, and support.
Enterprise Collaboration & Influence
• Act as a connector across Sales, Operations, HR, Education, Technology, and the Insights Lab.
• Facilitate enterprise workshops and working sessions to align stakeholders on goals, outcomes, and
execution roadmaps.
• Influence without direct authority, leveraging deep expertise, data, and storytelling to drive alignment
and action.
• Represent Employee Success in enterprise forums and cross-functional strategy sessions.
• Explore advanced tools to enhance scalability, innovation, and employee experience.
• Strengthen hiring feedback loops to continuously improve talent acquisition and onboarding
processes.
Desired Skills & Qualifications
• Strategic execution mindset; proven ability to turn vision into tangible outcomes.
• Process expertise; skilled in lean methodologies, journey mapping, and service blueprinting.
• Change leadership; experience leading structured change efforts (e.g., ADKAR, Prosci, Kotter).
• Cross-functional influence; able to navigate complex organizations and gain alignment.
• Analytical & structured thinking – strong problem-solving and ability to define clear success measures.
• Project leadership – experience managing multi-disciplinary projects from scoping through execution.
• Excellent communication and facilitation skills; able to engage stakeholders at all levels.
Preferred Background
• 7+ years in operational excellence, process improvement, business execution, or change management
roles.
• Experience in consulting, program management, or customer experience transformation.
• Familiarity with tools like Visio, Miro, Lucidchart for process/journey mapping.
• Lean Six Sigma, PMP, or Change Management certifications preferred.
Skills
Compensation
Compensation offered for this role is 90,700.00 - 153,925.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation.
Joining our team isn’t just a job — it’s an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger – a winning team making a meaningful impact.
Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For jobs in San Francisco, please click “here” for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click “here” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.
To view the “EEO Know Your Rights” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.
To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.
It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.
Job Description
We are seeking a dynamic Operational Excellence Manager to serve as a player-coach, leading a small team of
performance measurement technicians within the Employee Success organization. In this hands-on leadership
role, you will drive high-impact initiatives that elevate onboarding, coaching, engagement, and retention across
Direct Phone Sales (DPS). You will not only architect and execute strategic operational improvements, but also
mentor and develop your team, fostering a culture of continuous learning and measurable impact.
As a recognized expert in operational excellence and change leadership, you will guide your team in designing and
implementing scalable solutions, leveraging data-driven insights to improve systems and processes. Your work will
directly support Allstate’s strategic goals; delivering operational excellence, modernizing capabilities, and building
a great place to work, all while empowering your team to grow as technical experts and contributors to enterprise
transformation.
Enterprise Operational Strategy & Execution
• Lead enterprise-level initiatives that improve execution across onboarding, coaching, training, and
engagement programs.
• Translate strategic goals into scalable execution plans aligned with DPS and enterprise priorities,
including:
• Serve as a trusted advisor to senior leaders, providing insights and recommendations that shape business
strategy.
• Deliver quarterly executive-level operational reviews with measurable impact and forward-looking
recommendations.
• Formalize ramp and graduation criteria to ensure clarity and consistency in progression.
Systems Thinking & Organizational Design
• Apply systems thinking to uncover interdependencies across the employee lifecycle and broader
enterprise ecosystem.
• Lead root cause analysis and systems mapping to identify leverage points for sustainable change.
• Design interventions that improve the system as a whole; balancing efficiency, experience, and
performance.
• Partner with analytics teams to connect leading indicators (e.g., onboarding satisfaction, coaching
frequency) to lagging outcomes (e.g., retention, PTQ, item production).
• Start data-driven ramp and structured handoffs to improve speed to proficiency and retention.
• Improve licensing visibility and shared data to enhance compliance and operational transparency.
Process Architecture & Optimization
• Architect and evolve end-to-end processes using journey mapping, service blueprinting, and workflow
modeling.
• Build enterprise-ready playbooks, frameworks, and governance models that drive consistency and scale.
• Deliver monthly process health dashboards and enterprise-level recommendations.
• Develop an initial new hire status view to provide visibility into onboarding progress and readiness.
• Establish onboarding governance to ensure clarity and consistency across all phases of the employee
lifecycle.
Change Leadership & Capability Building
• Lead structured change strategies to support adoption of new tools, processes, and programs across DPS
and partner functions.
• Build enterprise change capability by mentoring leaders and teams on change frameworks (e.g., ADKAR,
Prosci, Kotter).
• Track and report adoption metrics and long-term sustainability of improvements.
• Develop communication and enablement strategies that drive alignment and engagement across all
levels.
• Embed the coaching model into operational practices to strengthen performance and retention.
• Develop the onboarding hub as a centralized resource for tools, content, and support.
Enterprise Collaboration & Influence
• Act as a connector across Sales, Operations, HR, Education, Technology, and the Insights Lab.
• Facilitate enterprise workshops and working sessions to align stakeholders on goals, outcomes, and
execution roadmaps.
• Influence without direct authority, leveraging deep expertise, data, and storytelling to drive alignment
and action.
• Represent Employee Success in enterprise forums and cross-functional strategy sessions.
• Explore advanced tools to enhance scalability, innovation, and employee experience.
• Strengthen hiring feedback loops to continuously improve talent acquisition and onboarding
processes.
Desired Skills & Qualifications
• Strategic execution mindset; proven ability to turn vision into tangible outcomes.
• Process expertise; skilled in lean methodologies, journey mapping, and service blueprinting.
• Change leadership; experience leading structured change efforts (e.g., ADKAR, Prosci, Kotter).
• Cross-functional influence; able to navigate complex organizations and gain alignment.
• Analytical & structured thinking – strong problem-solving and ability to define clear success measures.
• Project leadership – experience managing multi-disciplinary projects from scoping through execution.
• Excellent communication and facilitation skills; able to engage stakeholders at all levels.
Preferred Background
• 7+ years in operational excellence, process improvement, business execution, or change management
roles.
• Experience in consulting, program management, or customer experience transformation.
• Familiarity with tools like Visio, Miro, Lucidchart for process/journey mapping.
• Lean Six Sigma, PMP, or Change Management certifications preferred.
Skills
Compensation
Compensation offered for this role is 90,700.00 - 153,925.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation.
Joining our team isn’t just a job — it’s an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger – a winning team making a meaningful impact.
Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
For jobs in San Francisco, please click “here” for information regarding the San Francisco Fair Chance Ordinance.
For jobs in Los Angeles, please click “here” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.
To view the “EEO Know Your Rights” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.
To view the FMLA poster, click “here”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.
It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.
