Successor Pipeline & Acquisition Readiness Lead

• Own and ensure application of the enterprise acquisition readiness standard, translating the Acquisition Readiness Framework into measurable capability development and demonstrated readiness across leadership, growth, and practice ownership. 

• Design and scale structured successor development pathways aligned to the Acquisition Readiness Framework, including cohort-based, experiential, and graduated responsibility models that build capability toward full acquisition readiness. 

• Integrate successor readiness into the Advisor Legacy Program, ensuring readiness is assessed early, developed intentionally, and aligned to transition timelines to improve transition outcomes and confidence. 

• Establish and evolve team-based successor pathways, defining progression from supporting advisor roles into leadership positions across team maturity stages. 

• Partner with Virtual Advice to build and operationalize an acquisition pathway, including readiness criteria, development milestones, and integration expectations for advisors transitioning into practice leadership. 

• Create and maintain enterprise visibility into the successor-ready pipeline, including bench strength, capacity gaps, and forward-looking readiness trends. 

• Establish and track successor readiness and transition performance metrics, using data to assess program effectiveness, inform decisions, and drive continuous improvement. 

• Collaborate across enterprise stakeholders (Teaming, Transition Planning, Virtual Advice, Recruiting, and Field Leadership) to align on readiness standards, development expectations, and execution. 

• Leverage and integrate external successor development frameworks into Thrivent-specific systems, accelerating capability while building internally sustainable models. 

Describe below the audience this role will interact with and level of influence they will have on those roles.  

This role operates at the intersection of strategy, design, and collaboration, interacting with a wide range of internal and external stakeholders to ensure seamless transitions and impactful outcomes. Working closely with the Director of Advisor Practice Strategies and the Transition Planning Program Manager this role will: 

• Collaborate cross-functionally with:  

• Advisor Practice Strategies and Programs Manager 

• Teaming Program Manager 

• National Practice Program Manager 

• Lead Practice Growth Director 

• Advisor Practice Coaching / Capability team 

• Virtual Advice leadership 

• Recruiting and Capacity teams 

• Practice Growth Directors and Area Leadership  

The role will have responsibility to align stakeholders around a consistent definition of readiness and our development approach 

• Influence leaders without direct authority through expertise, data, and structured frameworks 

 Required:   

• Bachelor’s degree in finance, business administration, or a related field.  

• A minimum of 7 years of experience in financial services, with significant experience in succession planning, mergers and acquisitions, teaming, or a related field. 

• A minimum of 3 years of experience coaching and leading succession and acquisition plans, with a proven ability to develop talent and drive performance in a high-stakes environment. 

• Demonstrated experience in practice management, succession, acquisition, and transition readiness expectations. 

• Strategic mindset with the ability to build and maintain enterprise programs. 

• Ability to identify and analyze trends in advisor succession and acquisition planning to drive data-informed strategies. 

• In-depth knowledge of teaming and best practices in developing financial advisors to successfully acquire a practice and build the business post-acquisition. 

• Familiarity with advisor business models, client retention strategies, and regulatory considerations affecting succession and teaming strategies. 

• Strong interpersonal and communication skills to engage and educate advisors, stakeholders, and cross-functional teams effectively. 

Preferred:   

• Experience creating and executing on new programming across an organization. 

• Advanced degree or designation (e.g., MBA, CFP®). 

• Strong understanding of practice valuations, industry trends, and the financial principles underpinning advisor business transitions.