Senior Manager, Enterprise Crisis & Incident Management

At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.

Job Description

Organization: Enterprise Resilience- Operational Risk & Resilience (OR3), Enterprise Risk & Return Management (ERRM)
Reports to: Director, Enterprise Resilience
People Leader: Yes. Will lead and develop a growing team of crisis management consultants/managers

About the ERRM team, and the overall scope of the Sr. Manager:

• Allstate's Enterprise Resilience team enables the company to anticipate, withstand, and recover from events that impact our people, operations, technology, and customers. We are evolving from pointintime crisis response to a continuous operational resilience capability that aligns crisis management, incident governance, business continuity, and disaster recovery into a cohesive enterprise framework.

• This role provides secondline governance, oversight, and strategic direction to mature Crisis and Incident Management, strengthen executive readiness, and ensure repeatable, measurable improvement over time.

What success looks like (outcomes). In the first 6-12 months, you will:

• Improve the speed and quality of leadership decisionmaking during highimpact events through consistent situational awareness, clear escalation, and disciplined briefings.

• Increase enterprise readiness by institutionalizing training, exercises, and lessonslearned closure (not just running events).

• Establish measurable program health: activation readiness, notification performance, exercise coverage, and correctiveaction closure rates.

• Strengthen crossenterprise coordination so Crisis Management operates as an integrated capability with cyber, technology, continuity, and risk partners.

Responsibilities:

Program Leadership & Governance

• Lead strategy, governance, and continuous maturation of the enterprise Crisis & Incident Management program.

• Strengthen the "bridge" between incidents and crises by improving escalation thresholds, operating rhythms, and executive engagement models.

• Define and report program outcome KPIs and metrics that reflect enterprise readiness and risk posture (e.g., timetonotify, timetoconvene, decision cadence, action closure).

Executive Readiness & Crisis Leadership

• Serve as a trusted advisor to senior leaders and crisis sponsors; support highstakes decisionmaking during elevated and critical events.

• Produce executiveready materials (briefings, updates, governance reporting) that enable consistent, informed decisions.

Exercises, Simulations & Learning

• Design and deliver enterprise exercises (tabletops, simulations, functional drills) to validate readiness and strengthen leader muscle memory.

• Establish an afteraction discipline that drives measurable improvements and reduces repeat issues.

Tooling, Communications, and Situational Awareness

• Drive adoption and continuous improvement of crisis management tooling and workflows (e.g., crisis management platforms; emergency notification systems).

• Ensure the crisis function supports a shared operating picture and structured incident management approach (virtual EOC concepts and role clarity consistent with incident management best practice).

Enterprise Partnership & Coordination

• Build durable partnerships across Technology, Cybersecurity, Risk, Legal, Communications, Physical Security, Business Continuity, Disaster Recovery, and Supplier/ThirdParty teams to improve coordinated response and recovery.

• Align regionally (e.g., Canada/UK/India/MX) to drive enterprise consistency while respecting local operating needs.

People Leadership

• Lead, mentor, and develop a team; building a culture of clarity, accountability, and continuous improvement.

Qualifications:

• 10+ years of related experience

• Bachelor's degree (preferred)

Preferred skills, experiences, and qualifications:

• Demonstrable and progressive experience in crisis management, incident management, operational resilience, business continuity, and/or disaster recovery within a large enterprise environment.

• Proven experience working directly with senior executives during highstakes events; strong executive presence and decision support capability.

• Demonstrated ability to mature programs through governance, metrics, training, and continuous improvement (not just operate them).

• Experience designing and leading exercises/simulations and translating lessons learned into sustained capability improvements.

• Strong program management and crossfunctional influence skills in a matrixed environment.

• Experience in regulated and/or highly complex enterprise environments; comfort partnering with secondline risk and governance functions.

• Familiarity with crisis management and business continuity management systems standards and structured approaches to crisis capability development (e.g., ISO 22361, ISO 22301).

• Experience with mass notification and crisis management platforms (e.g., Fusion or similar; AlertMedia/Everbridgetype tools).

• Certifications such as CBCP/DRI/BCI or incident management credentials.

Education & Experience (in lieu)

• In lieu of the above education requirements, an equivalent combination of education and experience may be considered.

Skills

Compensation

The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger - a winning team making a meaningful impact.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

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