Seeking an Event Strategy Manager to own and drive the event channel as a strategic growth lever for our core lines of business – Retirement, Life, Annuities and Employee Benefits. This is not an event planning or logistics role – it is a strategy, planning and activation role. This position sits at the intersection of sales and marketing to build a purposeful, insight-driven event calendar that deepens relationships with plan sponsors, financial advisors and other B 2 B intermediary audiences and advances Transamerica’s position in the businesses we operate in. Job Description Responsibilities:Build and maintain an annual event calendar aligned to business goals, sales cycles and key market moments – including industry conferences, advisor forums, consultant roundtables and internal sales enablement gatherings. Lead the prioritization process across competing event opportunities, applying a clear framework for evaluating ROI, audience quality competitive presence and strategic fit. Serve as the primary liaison between sales and marketing partners to ensure the event strategy reflects business priorities. Facilitate planning conversations with senior stakeholders to align on event objectives, target audiences, messaging themes, and success metrics before any activation begins. Partner with brand and creative teams to ensure Transamerica’s presence and narrative at events is consistent, differentiated and market relevant. Define activation strategies for each event, including pre-event engagement plans, at-event experiences and post-event follow-ups. Define KPIs for event investments and establish consistent measurement practices across events. Analyze and present performance to senior leadership on a regular cadence, with clear recommendations for reallocation or investment. Maintain a strong understanding of the Retirement and Financial industry landscape – including key trade associations and advisor networks. Qualifications:Bachelor’s degree or equivalent work experience Seven years of experience in B 2 B marketing, sales enablement or strategy roles, with demonstrated experience developing event or field marketing strategies (not event operations) Deep familiarity with the retirement, life insurance and/or financial services industries. Proven ability to build cross-functional alignment and senior level stakeholders. Ability to manage multiple priorities and a complex calendar in a fast-moving environment. Solid knowledge of marketing methods and principles Project management skills Excellent organizational, presentation and communication skills. Comfortable facilitating conversations with sales leadership, executives and external partners. Analytical ability with working knowledge of marketing financials Proficient computer skills with Microsoft Office Suite Staff management skills Preferred Qualifications:Familiarity with Salesforce and Work. Front Existing relationships within the retirement industry, advisor or life insurance ecosystem Working Conditions:Hybrid office environment: 3 days in office (Cedar Rapids, IA/ Denver, CO/ Philadelphia, PA)Travel expectation: ~25% to attend events. Compensation:The Salary for this position generally ranges between $100,000 - $120,000 annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law. Additionally, this position is typically eligible for an Annual Bonus based on the Company Bonus Plan/ Individual Performance and is at the Company’s discretion.#LI-BD 1 This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request. Disclaimer:Beware of fake job offers! We’ve been alerted to scammers impersonating Transamerica recruiters, particularly for remote positions. Please note:We will never request personal information such as ID or payment for equipment upfront. Official offers are sent via Docu. Sign following a verbal offer—not through text or email. What We Offer For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. Compensation Benefits Competitive Pay Bonus for Eligible Employees Benefits Package Pension Plan 401 k Match. Employee Stock Purchase Plan. Tuition Reimbursement. Disability Insurance. Medical Insurance. Dental Insurance. Vision Insurance. Employee Discounts. Career Training & Development Opportunities Health and Work/ Life Balance Benefits Paid Time Off starting at 160 hours annually for employees in their first year of service. Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays). Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child. Adoption Assistance. Employee Assistance Program. Back-Up Care Program. PTO for Volunteer Hours. Employee Matching Gifts Program. Employee Resource Groups. Inclusion and Diversity Programs. Employee Recognition Program. Referral Bonus Programs Inclusion & Diversity We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ER - Gs), which are formed around a shared interest or a common characteristic of diversity. ER - Gs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. Giving Back We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work. Transamerica’s Parent Company Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe. - It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity. - As of December 31, 2023