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Like our Purpose Statement, Voya believes in being bold and committed to action.  We are committed to a work environment where the differences that we are born with — and those we acquire throughout our lives — are understood, valued and intentionally pursued. We believe that our employees own our culture and have a responsibility to foster an environment where we all feel comfortable bringing our whole selves to work. Purposefully bringing our differences together to positively influence our culture, serve our clients and enrich our communities is essential to our vision.

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Voya Financial is hiring a Vice President of B2C Engineering within our Digital & Wealth Management Technology organization. This role owns the transformation program for Voya’s next-generation, participant-facing digital platform — an $10–20M annual investment in AI-native retirement guidance, cloud-native platform migration, and next-generation participant-facing digital products.

The Contributions You’ll Make:  

This is a VP-level program leadership role, not a hands-on engineering position. The VP sets the engineering strategy, governs investment allocation and vendor relationships, builds and leads the transformation program team, and partners directly with the Retirement Business and the VP of Digital Product to ensure the work produces participant and business outcomes — not just technical artifacts. Code is written by the engineers on the team; the VP is accountable for whether what they build matters and whether it ships.

What makes this role unusual is the retirement domain requirement. Voya’s B2C work touches participant retirement savings decisions — areas where ERISA fiduciary obligations, plan-specific rule complexity, and regulatory AI constraints directly shape what can be built. The VP must be fluent enough in retirement to engage the business without translation, evaluate whether technical bets are compliant before they are built, and represent the program credibly to plan sponsors, regulators, and Voya’s executive team.

This role reports to the Head of Digital & Wealth Management Technology and is a VP-level peer to the VP of Platform Engineering and the VP of Digital Product for Wealth Management. Peer benchmarks: VP Digital Transformation at Fidelity; VP Engineering, Consumer Products at Empower; VP Technology Product at JPMorgan Wealth Management.

Own B2C Engineering Strategy & Investment

• Define and own the B2C digital transformation strategy: the 18–36 month program portfolio, technology bets, and the sequencing that determines what the team builds and in what order — within the enterprise architecture standards set with Enterprise Architecture and the VP of Platform Engineering.
• Own the program budget of $10–20M annually: allocate investment across headcount, vendor contracts, infrastructure, and licensing; track OpEx vs. CapEx classification; and report budget performance and ROI to leadership and Finance quarterly.
• Define the business case for each significant investment in the language of the Retirement Business — participant experience improvement, cost reduction, competitive differentiation — not just technology.
• Make build vs. buy vs. partner decisions; own vendor relationships and contract negotiations for significant technology investments; manage portfolio risk with a maintained risk register and recommended responses, not just problem statements.

Partner with the Business & Stakeholders

• Serve as the primary technology-facing transformation partner for the Retirement Business, engaging business leaders, Retirement Operations, and the VP of Digital Product with enough domain fluency to contribute substantively — not just receive requirements.
• Build trusted relationships with the Head of Retirement Business, VP of Digital Product, Chief Compliance Officer, and Finance leadership — the relationships that protect transformation investment when priorities shift.
• Lead the executive steering committee: prepare and deliver quarterly program reviews communicating investment performance, participant outcome improvements, and prioritization rationale.
• Engage Compliance and Legal proactively — bring program plans into review before significant investment, not after.

Apply Retirement Domain to Engineering Decisions

• Evaluate whether proposed AI-native participant guidance features are compliant with ERISA fiduciary standards before engineering begins; identify where SECURE 2.0 provisions create new engineering requirements.
• Contribute substantive perspective on what participants need at different lifecycle stages, what compliance requires, and what competitors have built that Voya should exceed.
• Advise the VP of Digital Product and the AI Innovation Office on AI product feasibility from a retirement regulatory perspective, including what the 2026 interagency MRM guidance requires for features that affect participant savings decisions.

Build & Lead the B2C Engineering Team

• Build, lead, and develop the transformation program team — engineers, architects, delivery leads, and program management — accountable for hiring quality, team culture, and performance management.
• Set the engineering culture and delivery standards: documentation discipline, architectural decision-making, delivery cadence, and the quality bar for participant-facing deployment.
• Develop engineering leadership within the team and manage the boundary with H1 product-squad engineering so transformation velocity is protected and H1 stability is not regressed.

Partner With & Influence Architecture

• This role does not own architecture. Partner with Enterprise Architecture and the VP of Platform Engineering as a peer — bringing a strong engineering voice into major design decisions and earning influence through delivery evidence: operational reliability, secure-by-design delivery, and systems that perform at participant scale.
• Contribute the B2C program perspective to Voya’s architecture forums (e.g., the Architecture Review Board and technology radar), translating field learnings from delivery into scalable enterprise patterns rather than approving decisions unilaterally.
• Bring an informed point of view to the significant technical choices made by the engineering leads and architects on the team, and ensure they stay coherent with enterprise cloud-native and AI platform standards.
• Assess where technology bets (cloud-native services, on-chain wealth product integrations, agentic AI workflows) introduce delivery or regulatory risk, and raise them with a recommended response.
• Manage third-party technical risk for AI platform, cloud, and digital-experience vendors, ensuring contractual protections for participant data and model governance.

Drive Delivery & Program Performance

• Own delivery outcomes: on-time and on-budget delivery against committed milestones, alongside the participant experience and business outcomes the program is investing to produce.
• Define and track program KPIs: participant digital engagement, AI feature adoption and acceptance, time-to-production, infrastructure cost per participant, and retirement outcome metrics.
• Ship participant-visible outcomes within 6–12 month cycles — not three-year programs that never deliver — and own go-to-market coordination with Digital Product, Marketing, Compliance, and Contact Center Operations.

• 15+ years of progressive technology leadership experience, with at least 5 years at VP level or equivalent owning a significant digital transformation program or engineering portfolio with direct budget accountability.
• Demonstrated track record of leading digital transformation programs in financial services at $10M+ scale: defining the investment thesis, managing the budget, building the team, and delivering measurable outcomes.
• Experience in retirement, wealth management, or financial services technology required. Direct retirement plan participant product experience — as a technology leader, not just a business stakeholder — is a meaningful differentiator.
• Prior ownership of engineering teams in a VP or transformation program leadership role: managing engineering managers and architects, not writing code as the primary contribution.
• Experience presenting to executive leadership and boards on technology investment performance and program strategy.
• Bachelor’s degree in Computer Science, Engineering, Business, or a related discipline required; MBA or Master’s in a technical or business field preferred. Equivalent demonstrated through professional track record considered.
• Budget ownership at $10M+ scale, including CapEx/OpEx classification, quarterly reforecasting, vendor contract management, and ROI accountability — not just managing spend within a budget someone else set.
• Transformation program governance: has designed and operated steering committees, milestone frameworks, decision gates, and risk registers that keep a multi-year, multi-team program on track without micromanaging the engineering.
• Build vs. buy decision-making: has evaluated and selected enterprise technology vendors at significant scale and can assess proposals critically.
• Executive stakeholder management: has led quarterly business reviews and executive steering committees for transformation programs.
  
  TECHNICAL LEADERSHIP
• AI / LLM platform fluency: LLM integration architectures, RAG system design, agentic workflow patterns, and MCP (Model Context Protocol) integrations — sufficient to evaluate proposals and make principled build-vs-buy decisions.
• Cloud-native architecture familiarity: Kubernetes, microservices, event-driven architecture, infrastructure-as-code, and cloud platform services (AWS, Azure, or GCP) — sufficient to engage credibly in architecture decisions and evaluate cost structures.
• Modern digital platform understanding: TypeScript/React for participant-facing applications and high-performance service layers — sufficient to evaluate technology bets and communicate their strategic rationale.
• AI governance in regulated environments: the 2026 interagency MRM guidance, ERISA fiduciary implications of AI-generated retirement guidance, and audit-trail requirements for AI features that affect participant savings decisions.

• Technical risk assessment: can read an architecture proposal and identify the delivery, regulatory, and integration risks that require mitigation before the program commits.
  
  Preferred Knowledge & Experience:

• CFP, CEBS, CRPS, or ASPPA credentials (QKA, QPA) — signaling genuine investment in retirement domain mastery.
• Experience at a retirement recordkeeper, asset manager, retirement-focused fintech, or management consulting firm specializing in retirement technology transformation.
• Defined contribution plan mechanics: 401(k), 403(b), and 457 structures; contribution limits, catch-up provisions, and vesting; QDIA and default-investment rules; the recordkeeper/TPA/plan-sponsor ecosystem.
• ERISA and fiduciary AI constraints: how the prudence standard limits what AI-generated guidance can say autonomously; prohibited-transaction implications; audit-trail requirements for AI outputs.
• SECURE 2.0 participant-experience provisions: RMD changes, auto-enrollment mandates, catch-up modifications, and lifetime-income disclosure requirements that create new engineering and compliance surface area.
• Retirement industry competitive landscape: Fidelity, Vanguard, Empower, Schwab, Principal, TIAA and emerging digital-first players — and where AI-native experiences create durable differentiation.
• Experience leading a participant-facing digital modernization program shipped to production at scale (1M+ participants) with evidence of engagement and outcome improvement.
• Experience evaluating and deploying AI governance platforms: model monitoring, explainability tooling, and the operational infrastructure that satisfies MRM guidance.
• PMP, SAFe, or equivalent program management certification — signaling disciplined delivery orientation appropriate for a $10–20M program.

Compensation Pay Disclosure:

Voya is committed to pay that’s fair and equitable, which means comparable pay for comparable roles and responsibilities.

The below annual base salary range reflects the expected hiring range(s) for this position in the location(s) listed. In addition to base salary, Voya offers incentive opportunities (i.e., annual cash incentives, sales incentives, and/or long-term incentives) based on the role to reward the achievement of annual performance objectives. Please note that this salary information is solely for candidates hired to perform work within one of these locations, and refers to the amount Voya Financial is willing to pay at the time of this posting.

Actual compensation offered may vary from the posted salary range based upon the candidate’s geographic location, work experience, education, licensure requirements and/or skill level and will be finalized at the time of offer. Salaries for part-time roles will be prorated based upon the agreed upon number of hours to be regularly worked.

$250,000-$300,000

Be Well. Stay Well.

Voya provides the resources that can make a difference in your lives. To us, this means thriving physically, financially, socially and emotionally. Voya benefits are designed to help you do just that. That’s why we offer an array of plans, programs, tools and resources with one goal in mind: To help you and your family be well and stay well.

What We Offer

• Health, dental, vision and life insurance plans
• 401(k) Savings plan – with generous company matching contributions (up to 6%)
• Voya Retirement Plan – employer paid cash balance retirement plan (4%)
• Tuition reimbursement up to $5,250/year
• Paid time off – including 20 days paid time off, nine paid company holidays and a flexible Diversity Celebration Day.
• Paid volunteer time — 40 hours per calendar year

Learn more about Voya benefits (download PDF)

Critical Skills

At Voya, we have identified the following critical skills which are key to success in our culture:

• Customer Focused: Passionate drive to delight our customers and offer unique solutions that deliver on their expectations.
• Critical Thinking: Thoughtful process of analyzing data and problem solving data to reach a well-reasoned solution.
• Team Mentality: Partnering effectively to drive our culture and execute on our common goals.
• Business Acumen: Appreciation and understanding of the financial services industry in order to make sound business decisions.
• Learning Agility: Openness to new ways of thinking and acquiring new skills to retain a competitive advantage.

Learn more about Critical Skills

Equal Employment Opportunity

Voya Financial is an equal-opportunity employer. Voya Financial provides equal opportunity to qualified individuals regardless of race, color, sex, national origin, citizenship status, religion, age, disability, veteran status, creed, marital status, sexual orientation, gender identity, genetic information, or any other status protected by state or local law.