Sr Manager Sales Action Line TO

The Senior Development Manager (SDM) owns the performance, production, and development of new hires post-training until they are fully released to the sales floor. This role serves as the critical bridge between Training, Operations, and Sales Leadership, ensuring consistency, readiness, and early productivity of newly trained agents.

Responsibilities:

Role Mix (80/20)

80% - Production & New Hire Ownership

• Direct accountability for new hire production
• Ownership begins at handoff from Training
• Floor presence through:
• Ride-alongs
• Table support
• Real-time coaching and reinforcement

20% - Coaching & Development

• Coaching and skill development of TOs
• Reinforcement of:
• Steps of the Sale
• Execution discipline
• Agreement and close standards

Operational Ownership

• Owns all new hires assigned to Tuscany

• Acts as the primary Tactical / Development Manager during incubation

• Core objective: standardize how Tuscany hires, trains, and transitions agents

• Benchmark model:

• Myrtle Beach Tactical Manager structure

• Timeline:

• Flexible and not time-bound

• Incubation may range up to ~90 days

• Tactical support may be as short as 2 weeks

• New hires remain assigned until the next training class is released

New Hire Volume Assumptions

• Minimum of 6 agents per training class
• Targets adjusted by Nancy based on percentage of VPG
• Action Line: Classes must meet the minimum of 6 agents

Onboarding & Early Development Flow

General Onboarding Enhancements

Expanded exposure beyond sales to include:

• QA processes
• Operational workflows
• Expectations and performance standards

Timeline

Day 14 (Thursday)

• Graduate from Training

Day 15 (Friday - Onsite at Tuscany)

• New hires received by Development Manager
• Site walkthrough and line flow overview
• Pre-pack paperwork
• Mock closings
• Alignment session covering:
• Steps of the Sale
• Agreement Agenda
• Compensation plans
• Rotations
• Line rules

Interview / Onsite Exposure Process

• Days 11-13:

• New hires onsite at Tuscany

• Hosted by Training Team

• Day 15:

• New hires shadow and align directly with Development Manager

Rotation & Tour Reception Considerations

Challenges to Address

• Establishing minimum and maximum agent counts per class
• Managing large classes and days-off impact

Assigned TO Model

• Development Manager functions as the assigned TO for new hires

Rotation Model

• Agents scheduled in waves
• Wednesday-Thursday: New hires generally off
• Training ensures coverage Monday, Tuesday, and Friday

Training & Daily Rhythm

Meetings & Daily Cadence

• Development Manager responsibilities:
• Conduct daily trainings
• Lead morning meetings when applicable

Team Cadence

• 7:45-8:00 AM: 15‑minute team huddle (Teams)
• 8:00 AM: Attend Morning Meeting

Tour Training Allotment

• 20 total tour allotments

• 17 run through normal rotation

• 3 reserved for Training

• Training tours held during:

• 1st rotation

• 3rd rotation

• Regular trainers onsite 3 days per week to assist TMS and Development Manager

• Noted challenge:

• Development Manager may be tied to a table and unavailable for midday training

When Agents Are Not on Tour

• Structured daily training sessions
• Skill reinforcement activities
• Coaching check-ins
• QA review and call/table feedback

Content & Enablement

• Carlos to develop subject-matter content for:
• Daily training
• Rotational skill reinforcement

Monthly MPS / Performance Expectations

Development Manager

• Carries an abbreviated production target

• 75% of standard budget

• Example:

• Standard Manager: ~1,050 VPG

• Development Manager:

• Reduced personal target

• Responsible for ~6 TMs producing ~1,000 VPG total

Agents

• Standard performance expectations
• Adjusted appropriately during incubation phase

Referrals Model (Under Consideration)

• All new hires initially managed through the Development Manager process
• Upon release:
• Agents move to a referring manager
• Referring manager carries approximately 2,000 VPG responsibility

Talent Acquisition Partnership

• Direct involvement with Talent Acquisition
• Feedback loop on:
• Candidate readiness
• Training class composition
• Quality of hi

Why do Team Members Like Working for us?

• Comprehensive Benefits: Medical, dental, vision, life insurance, 401(k) with company match, and tuition reimbursement.
• Career Growth: Opportunities for advancement in a promote-from-within culture.
• Work-Life Balance: Supportive environment with flexible scheduling.
• Competitive Compensation: Industry-leading pay structure.
• Recognition: Employee recognition programs, including the Annual Presidents Club Trip, and performance-driven incentives.

To fulfill this role successfully, you must possess the following minimum qualifications and experience:

• Minimum 2 years at HGV

• Completion of Training curriculum to the greatest extent possible

• Demonstrated strength in:

• Coaching

• Process discipline

• Floor leadership

• Skillset: Proficient in MS Office with strong analytical, supervisory, and interpersonal skills.

• Communication: Exceptional verbal and written communication skills.

• Expertise: Thorough knowledge of all aspects of vacation ownership sales transactions.

• Leadership: Ability to think strategically, solve problems effectively, and motivate a team to excel.

Why choose us:

We are passionate about creating a positive and engaging work environment that fosters growth and celebrates success. Join a team that values innovation, integrity, and delivering exceptional vacation ownership experiences.

When you join Hilton Grand Vacations, you join a group of Team Members dedicated to helping Owners and Guests around the world make every vacation they take a memorable one. Hilton Grand Vacations is a leading vacation ownership company bringing our Guests vacation dreams to life.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.