In this role, Jack leads the development of strategy for John Hancock. In addition, he's responsible for new product development and ongoing product management, including delivering John Hancock’s advice solution. Jack began his career at John Hancock in 1997, during which time he's also led market research and competitive intelligence. Jack also built, and continues to oversee, the Net Promoter Score, which gathers customer feedback from advisors, plan sponsors, and plan participants. Prior to joining the retirement team, he led strategic planning for the U.S. division, where he worked closely with the U.S. executive team in the development of John Hancock's integrated strategic plan.
Jack has also served as a member of the company's global wealth council, working to identify cross-divisional opportunities for the retirement businesses in the United States, Canada, and Asia. He holds FINRA Series 6 and 7 licenses, and earned a B.A. from the University of Massachusetts. Jack is based in Boston, Massachusetts. A regular runner, he's part of the John Hancock marathon program and runs to raise funds for the Boys and Girls Club.
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Financial wellness programs can help increase employee loyalty and reduce stress
Even before 2020 became a four-letter word, financial stress was on the rise among Americans—and the pandemic has made it worse. In our latest financial stress survey, we learned how employees feel about financial programs and the types of help they’d like from their employers.
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The top causes of personal financial stress—they're not what you expect
Whether they consider their financial situation poor or excellent, Americans are financially stressed. Retirement plan sponsors and their business partners need to understand the top causes of that stress in order to put together an education or engagement strategy that helps participants take a step closer to financial wellness and retirement readiness.
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Financial wellness begins with an emergency savings account
Employees who have built up emergency savings are better equipped to contribute to their 401(k) plan and less likely to tap the plan for loans—and that’s good for both employee financial wellness and the overall plan health.
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