Insurance H-1B1 Singapore Sponsorship Jobs in New York
New York's insurance sector spans global reinsurers, specialty carriers, and major financial groups concentrated in Manhattan and White Plains. Singaporean professionals with actuarial, underwriting, risk management, or compliance backgrounds will find that firms like AIG, MetLife, and Chubb have established H-1B1 Singapore sponsorship track records in this market.
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Get Access To All JobsRequisition ID
93957
Department
Human Resources
Job Function
Human Resources
Location
New York, New York, United States
Role Location Designation
Hybrid - 3 days per week
Location Designation: Hybrid - 3 days per week
The Chief Learning Officer (CLO) will bring a strong, forward-looking point of view on the future of work leveraging AI not only to build skills across the enterprise and within the function, but to fundamentally reshape how learning is designed, created, and delivered. This includes reimagining learning as a more experiential, personalized, and embedded capability, moving beyond traditional programs to dynamic experiences that drive real behavior change. In addition, the CLO will lead the enterprise skills strategy, overseeing the development and integration of a comprehensive skills ecosystem—including Career Hub, Eightfold, upskilling and reskilling initiatives, and job architecture—to enable a future-ready, skills-driven organization.
The CLO will set the enterprise learning strategy and agenda across all levels of the organization, including employees, managers, leaders, and high-potential talent, ensuring a cohesive and aligned approach to capability building. They will lead the transformation of learning at New York Life from a programmatic function to a strategic driver of enterprise capability, performance, and how the organization evolves how work gets done. This role is central to shaping a more adaptive, skills-driven organization, redefining how capabilities are built over time. A critical component of this work is enabling leaders to drive this evolution by building capability, modeling new ways of working, and accelerating adoption of AI across the enterprise.
Reporting to the SVP, Talent Management, this leader operates at the intersection of business strategy, talent, and technology, with accountability for building a modern, AI-enabled capability ecosystem and advancing innovative learning experiences that drive measurable impact.
Core Accountabilities
Enterprise Capability, AI & Organizational Evolution
- Define and drive the enterprise capability and skills strategy aligned to business priorities and future work needs
- Activate priority groups through focused, role-based upskilling and reskilling (e.g., academies, use-case-driven learning, immersive experiences)
- Translate enterprise priorities into a clear, focused set of critical capabilities, and ensure they are brought to life across the enterprise through integrated, high-impact learning experiences that extend beyond self-paced content into how work is performed
- Establish capability building as a core engine of performance and a fundamental expectation of all roles—embedding learning into the flow of work and reinforcing a culture where continuous development is expected, applied, and sustained at scale
- Leverage data to prioritize investments, scale what works, and stop what doesn’t
- Support the enterprise AI upskilling agenda and broader skills strategy by translating enterprise AI need and priorities into focused, persona-based capability building approaches and identifying scalable, engaging content that drives true adoption
- Embed AI capability building into how work gets done—ensuring learning is applied, reinforced, and sustained over time, not delivered as one-time interventions
- Lead the design and integration of the enterprise skills ecosystem, aligning platforms and initiatives (e.g., Career Hub, Eightfold), job architecture, and upskilling/reskilling efforts into a unified strategy that enables talent mobility, workforce planning, and a future-ready, skills-driven organization
Leadership and Manager Enablement & Coaching
- Own and evolve the enterprise leadership and manager development strategy, including the continued build-out and sustainment of our flagship program Lead Forward as a multi-year journey for all Leaders. Ensure program is directly aligned to enterprise priorities and drives the behaviors required to evolve how the organization operates.
- Build out evolved approach to top talent and HiPo programs across enterprise to ensure we are focused on readying future leaders across NYL and building bench strength through talent
- Integrate coaching (human and AI-enabled) into daily leadership and team effectiveness
- Continuously assess impact and evolve the approach to ensure leadership and manager development translates into measurable changes in behavior and performance across NYL
Innovation in Learning
- Design and scale an AI-enabled learning ecosystem that embeds learning, coaching, and development into the flow of work
- Leverage AI and cutting-edge technology to personalize development, accelerate skill acquisition, and enable real-time performance support
- Drive innovation in how learning is created and delivered across the team with a focus on experience, using AI to design, curate, and scale high-impact experiences and leveraging AI tools, such as Sana, to its best ability
Partnerships & Impact
- Partner closely with Technology and vendors to continue to optimize, evolve and integrate platforms, tools, and roadmaps aligned to enterprise priorities
- Own vendor and partnership performance across the learning ecosystem, with clear accountability for value realization. Actively manage relationships, holding partners accountable and challenging performance where outcomes are not meeting expectations
- Use data and governance to continuously optimize programs and investments
- Define dashboards and metrics that truly help to assess and measure success of our teams work, not just NPS, usage or hours of learning consumed, but including more nuanced elements such as capability growth, behavior change, and business outcomes
Team Leadership & Culture
- Build and lead a high-performing, future-ready learning team with strong capabilities in consulting, experience design, data, and technology
- Set a clear vision and strategy for the function, fostering a culture of innovation, accountability, and continuous improvement aligned to enterprise priorities
- Coach, develop, and inspire the team, ensuring individuals are growing their skills and evolving alongside advancements in AI, technology, and modern learning practices
- Continuously upskill the function, building leading-edge capabilities in AI-enabled learning, experience design, and data-driven decision making
- Establish high standards of excellence, ensuring the team delivers best-in-class, high-impact solutions that drive measurable business outcomes
- Create an environment that encourages experimentation and learning, while maintaining discipline around prioritization, quality, and impact
Skills and Qualifications
- Proven ability to transform learning into a strategic driver of enterprise capability and business performance
- Strong, forward-looking perspective on the future of work, including how AI reshapes skills, roles, and how learning is created and delivered
- Experience leading enterprise-wide skills or workforce transformations
- Track record of driving measurable behavior change and impact at scale
- Ability to operate at the intersection of business strategy, talent, and technology
- Strong orientation toward learning innovation and experience design, with the ability to create engaging, high-impact experiences that drive real behavior change
- Data-driven mindset, with the ability to define meaningful success metrics and use insights to continuously improve learning outcomes and investment decisions
- Ability to simplify and focus, translating broad enterprise priorities into a clear, actionable learning agenda
- Strong executive presence with the ability to influence, challenge, and align senior leaders
- Experience building high-performing teams and managing strategic vendor and technology partnerships
- Strong, forward-looking perspective on the future of work, including how AI and skills-based models reshape roles, career pathways, and how learning is created and delivered
Job Level: LEVEL VP
Pay Transparency
Salary Range: $250,000 - $300,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Actual base salary will be determined based on several factors but not limited to individual’s experience, skills, qualifications, and job location. Additionally, employees are eligible for an annual discretionary bonus. In addition to base salary, employees may also be eligible to participate in an incentive program.
Our Benefits
We provide a full package of benefits for employees – and have unique offerings for a modern workforce, including leave programs, adoption assistance, and student loan repayment programs. Based on feedback from our employees, we continue to refine and add benefits to our offering, so that you can flourish both inside and outside of work.
Our Commitment to Inclusion
At New York Life, fostering an inclusive workplace is fundamental to who we are and how we serve our communities. We have a longstanding commitment to creating an environment where individuals can contribute their best and succeed together. This foundation is rooted in our core values of humanity and integrity, ensuring that every employee feels valued and supported. By embracing a broad range of perspectives and experiences, we achieve greater success and fulfill our promise of providing financial security and peace of mind to families across all communities.
Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and volunteerism, supported by the Foundation. We're proud that due to our mutuality, we operate in the best interests of our policy owners.
Job Requisition ID: 93957
Requisition ID
93957
Department
Human Resources
Job Function
Human Resources
Location
New York, New York, United States
Role Location Designation
Hybrid - 3 days per week
Location Designation: Hybrid - 3 days per week
The Chief Learning Officer (CLO) will bring a strong, forward-looking point of view on the future of work leveraging AI not only to build skills across the enterprise and within the function, but to fundamentally reshape how learning is designed, created, and delivered. This includes reimagining learning as a more experiential, personalized, and embedded capability, moving beyond traditional programs to dynamic experiences that drive real behavior change. In addition, the CLO will lead the enterprise skills strategy, overseeing the development and integration of a comprehensive skills ecosystem—including Career Hub, Eightfold, upskilling and reskilling initiatives, and job architecture—to enable a future-ready, skills-driven organization.
The CLO will set the enterprise learning strategy and agenda across all levels of the organization, including employees, managers, leaders, and high-potential talent, ensuring a cohesive and aligned approach to capability building. They will lead the transformation of learning at New York Life from a programmatic function to a strategic driver of enterprise capability, performance, and how the organization evolves how work gets done. This role is central to shaping a more adaptive, skills-driven organization, redefining how capabilities are built over time. A critical component of this work is enabling leaders to drive this evolution by building capability, modeling new ways of working, and accelerating adoption of AI across the enterprise.
Reporting to the SVP, Talent Management, this leader operates at the intersection of business strategy, talent, and technology, with accountability for building a modern, AI-enabled capability ecosystem and advancing innovative learning experiences that drive measurable impact.
Core Accountabilities
Enterprise Capability, AI & Organizational Evolution
- Define and drive the enterprise capability and skills strategy aligned to business priorities and future work needs
- Activate priority groups through focused, role-based upskilling and reskilling (e.g., academies, use-case-driven learning, immersive experiences)
- Translate enterprise priorities into a clear, focused set of critical capabilities, and ensure they are brought to life across the enterprise through integrated, high-impact learning experiences that extend beyond self-paced content into how work is performed
- Establish capability building as a core engine of performance and a fundamental expectation of all roles—embedding learning into the flow of work and reinforcing a culture where continuous development is expected, applied, and sustained at scale
- Leverage data to prioritize investments, scale what works, and stop what doesn’t
- Support the enterprise AI upskilling agenda and broader skills strategy by translating enterprise AI need and priorities into focused, persona-based capability building approaches and identifying scalable, engaging content that drives true adoption
- Embed AI capability building into how work gets done—ensuring learning is applied, reinforced, and sustained over time, not delivered as one-time interventions
- Lead the design and integration of the enterprise skills ecosystem, aligning platforms and initiatives (e.g., Career Hub, Eightfold), job architecture, and upskilling/reskilling efforts into a unified strategy that enables talent mobility, workforce planning, and a future-ready, skills-driven organization
Leadership and Manager Enablement & Coaching
- Own and evolve the enterprise leadership and manager development strategy, including the continued build-out and sustainment of our flagship program Lead Forward as a multi-year journey for all Leaders. Ensure program is directly aligned to enterprise priorities and drives the behaviors required to evolve how the organization operates.
- Build out evolved approach to top talent and HiPo programs across enterprise to ensure we are focused on readying future leaders across NYL and building bench strength through talent
- Integrate coaching (human and AI-enabled) into daily leadership and team effectiveness
- Continuously assess impact and evolve the approach to ensure leadership and manager development translates into measurable changes in behavior and performance across NYL
Innovation in Learning
- Design and scale an AI-enabled learning ecosystem that embeds learning, coaching, and development into the flow of work
- Leverage AI and cutting-edge technology to personalize development, accelerate skill acquisition, and enable real-time performance support
- Drive innovation in how learning is created and delivered across the team with a focus on experience, using AI to design, curate, and scale high-impact experiences and leveraging AI tools, such as Sana, to its best ability
Partnerships & Impact
- Partner closely with Technology and vendors to continue to optimize, evolve and integrate platforms, tools, and roadmaps aligned to enterprise priorities
- Own vendor and partnership performance across the learning ecosystem, with clear accountability for value realization. Actively manage relationships, holding partners accountable and challenging performance where outcomes are not meeting expectations
- Use data and governance to continuously optimize programs and investments
- Define dashboards and metrics that truly help to assess and measure success of our teams work, not just NPS, usage or hours of learning consumed, but including more nuanced elements such as capability growth, behavior change, and business outcomes
Team Leadership & Culture
- Build and lead a high-performing, future-ready learning team with strong capabilities in consulting, experience design, data, and technology
- Set a clear vision and strategy for the function, fostering a culture of innovation, accountability, and continuous improvement aligned to enterprise priorities
- Coach, develop, and inspire the team, ensuring individuals are growing their skills and evolving alongside advancements in AI, technology, and modern learning practices
- Continuously upskill the function, building leading-edge capabilities in AI-enabled learning, experience design, and data-driven decision making
- Establish high standards of excellence, ensuring the team delivers best-in-class, high-impact solutions that drive measurable business outcomes
- Create an environment that encourages experimentation and learning, while maintaining discipline around prioritization, quality, and impact
Skills and Qualifications
- Proven ability to transform learning into a strategic driver of enterprise capability and business performance
- Strong, forward-looking perspective on the future of work, including how AI reshapes skills, roles, and how learning is created and delivered
- Experience leading enterprise-wide skills or workforce transformations
- Track record of driving measurable behavior change and impact at scale
- Ability to operate at the intersection of business strategy, talent, and technology
- Strong orientation toward learning innovation and experience design, with the ability to create engaging, high-impact experiences that drive real behavior change
- Data-driven mindset, with the ability to define meaningful success metrics and use insights to continuously improve learning outcomes and investment decisions
- Ability to simplify and focus, translating broad enterprise priorities into a clear, actionable learning agenda
- Strong executive presence with the ability to influence, challenge, and align senior leaders
- Experience building high-performing teams and managing strategic vendor and technology partnerships
- Strong, forward-looking perspective on the future of work, including how AI and skills-based models reshape roles, career pathways, and how learning is created and delivered
Job Level: LEVEL VP
Pay Transparency
Salary Range: $250,000 - $300,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Actual base salary will be determined based on several factors but not limited to individual’s experience, skills, qualifications, and job location. Additionally, employees are eligible for an annual discretionary bonus. In addition to base salary, employees may also be eligible to participate in an incentive program.
Our Benefits
We provide a full package of benefits for employees – and have unique offerings for a modern workforce, including leave programs, adoption assistance, and student loan repayment programs. Based on feedback from our employees, we continue to refine and add benefits to our offering, so that you can flourish both inside and outside of work.
Our Commitment to Inclusion
At New York Life, fostering an inclusive workplace is fundamental to who we are and how we serve our communities. We have a longstanding commitment to creating an environment where individuals can contribute their best and succeed together. This foundation is rooted in our core values of humanity and integrity, ensuring that every employee feels valued and supported. By embracing a broad range of perspectives and experiences, we achieve greater success and fulfill our promise of providing financial security and peace of mind to families across all communities.
Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and volunteerism, supported by the Foundation. We're proud that due to our mutuality, we operate in the best interests of our policy owners.
Job Requisition ID: 93957
Insurance Job Roles in New York
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Search Insurance Jobs in New YorkInsurance Jobs in New York: Frequently Asked Questions
Which insurance companies in New York have sponsored H-1B1 Singapore visas?
New York-based insurers and financial groups with documented H-1B1 visa Singapore Labor Condition Application filings include AIG, MetLife, Chubb, New York Life, and Zurich North America. Reinsurance firms such as Munich Re and Swiss Re, which maintain significant New York operations, have also filed LCAs for Singaporean professionals. Sponsorship patterns vary by year and role, so reviewing current DOL disclosure data is the most reliable way to verify activity.
Which cities in New York have the most insurance H-1B1 Singapore sponsorship jobs?
Manhattan concentrates the majority of insurance H-1B1 Singapore opportunities, particularly in Midtown and the Financial District where global carriers, reinsurers, and specialty lines firms are headquartered. White Plains in Westchester County hosts several insurance and financial services operations. Melville and Hauppauge on Long Island have regional insurance employer presence, though volume there is lower than in New York City itself.
What types of insurance roles typically qualify for H-1B1 Singapore sponsorship in New York?
Roles that regularly qualify as specialty occupations for H-1B1 Singapore purposes include actuarial analyst, pricing analyst, catastrophe modeler, underwriter, risk analyst, and compliance officer. These positions generally require a bachelor's degree or higher in actuarial science, mathematics, statistics, finance, or a directly related field. General customer service or claims processing roles with no degree requirement typically do not meet the specialty occupation threshold for H-1B1 eligibility.
How do I find insurance H-1B1 Singapore sponsorship jobs in New York?
Migrate Mate filters insurance job listings in New York specifically for employers with H-1B1 Singapore LCA filing history, so you can focus on companies that have already navigated the sponsorship process for Singaporean nationals rather than approaching employers cold. Searching by industry and visa type on Migrate Mate surfaces actuarial, underwriting, and risk roles at carriers and reinsurers across Manhattan and surrounding areas with verified sponsorship activity.
Are there any New York-specific considerations for insurance professionals pursuing H-1B1 Singapore sponsorship?
New York's Department of Financial Services licensing requirements apply independently of visa status, so actuaries, adjusters, and certain underwriters may need state-issued licenses alongside their work authorization. New York also has prevailing wage obligations tied to the LCA that employers must meet for the specific metropolitan area, which you can research using the OFLC Wage Search tool. Large insurance groups with New York headquarters sometimes process H-1B1 filings through centralized legal teams, which can affect internal timelines.
What is the prevailing wage for H-1B1 Singapore insurance jobs in New York?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.