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.