The Organization

LGM is a national leader in providing warranty, finance and insurance services to the Canadian automotive industry. Since 1998, LGM has been successfully supplying quality products and leading training solutions to Canadian automotive dealerships. Dealer partnerships are complimented with the strong backing and support of their automotive manufacturing brands, which include BMW/MINI, Kia, Mazda, Volvo, Jaguar, Land Rover/Range Rover and Mitsubishi Motors.

The Job

The National VP, SecureDrive is the market owner of LGM’s SecureDrive portfolio across Canada. This leader drives sales performance, new dealer acquisition, and market share growth, especially in Ontario—while coaching and holding accountable a team of Regional Sales Managers (RSMs) and Dealer Development Managers (DDMs).

The role delivers on the growth agenda and builds in partnership with the National Director Sales Effectiveness and Operations (NDSEO) a business-development process and ensures disciplined, data-driven execution that delivers success against aggressive growth targets and an exceptional dealer experience. The VP will partner closely with the National Director, Sales Effectiveness & Operations (NDSEO) and peers across Product, Claims/CEC, Finance, and Marketing.

Sales Leadership Accountability (SecureDrive)

The National VP, SecureDrive owns both the growth numbers and the operating system—delivering profitable growth and consistent execution.

Own the Numbers

• Hit/exceed monthly, quarterly, and annual targets for Revenue, Contract Count (CC), and YoY growth by territory.
• Drive national results against targets with a focus on Ontario market share growth and new dealer contribution to plan.
• Build and maintain 3× pipeline coverage with defined conversion and cycle-time targets as designed by the NDSEO.

Own the Operating System (BD & CPO Focus)

• Monthly Territory Business-Development Plans: Each RSM presents a territory BD plan to the EVP in the first week of every month. Plans must cover prior-month results, conquest target list (by dealer/group), pipeline and next actions, Exclusive Used CPO installation roadmap (per target), resource asks, risks, and committed outcomes. Plans are logged in DCP the same day and become the baseline for weekly follow-ups.
• DCP Quality & Conquest Execution: Achieve 95% on time, insight-rich DCPs. DCPs must be conquest-led (prospecting, first meetings, proposals, closes) with clear objectives, decision makers, next steps, owners, and due dates. Convert DCP insights directly into the territory BD plan and track DCPopportunitywin conversion.
• Exclusive Used CPO Program Installation: For every targeted dealer, maintain a CPO install plan with milestones (commit onboarding training Hub setup first sale) and a time-to-live SLA. Report adoption and attach-rate KPIs in the monthly BD review; unblock issues within 5 business days.
• Governance & Rhythm: Maintain weekly EVP updates tied to the monthly BD plan; run QBRs with actions/owners/dates.
• Data Integrity & Reporting: Operate from a single source of truth (dashboards/scorecards with NDSEO). Enforce pipeline hygiene (stages, close dates, value, next action) and prohibit shadow reporting. Publish pipeline coverage, win rate, time-to-close, DCP quality/compliance, and CPO installs as standard KPIs.

Own the Relationships

• Serve as leadership point for dealer principals, groups, and key partners; demonstrate measurable value and partner health (e.g., CSAT/NPS).
• Align cross-functionally to unblock delivery and accelerate outcomes.

Own the Talent & Execution (RSMs & DDMs)

• Set expectations, coach, and hold leaders/field teams to account; remediate underperformance with clear plans and timelines.
• Build capability (playbooks, training, ride-alongs) to lift CC volume and improve dealer experience.

Cadence & Governance

• Weekly: EVP updates; pipeline & forecast review; DCP compliance check.
• Monthly: Territory Business Development Plan deep dives; variances to targets and corrective actions.
• Quarterly: QBR with EVP and NDSEO

Key Responsibilities

• Strategy & Growth: Build and execute a national SD growth plan aligned to LGM objectives and launch a territory focused business development plan to increase Ontario market share and national revenue.

• Business Development (New Dealers): Execute on a scalable BD process (prospecting pitching contract launch) to acquire new dealers/dealer groups and exclusive agreements; manage negotiations end-to-end.

• Field Leadership: Lead and coach Regional Sales Managers and DDMs to deliver territory plans, disciplined sales cadence, and consistent execution.

• Performance Management: Analyze performance at region/dealer level; oversee the framework that drives accountability and results (CC/revenue/mix).

• Process & Delivery: Use ONLY standardized sales playbooks, territory plans, and launch checklists as supplied by the NDSEO.

• Cross-Functional Alignment: Partner with NDSEO, Product, Claims/CEC, Finance, and Marketing to ensure seamless dealer and customer experiences and timely enablement.

• Insights & Market Intelligence: Track competitive dynamics, pricing, and dealer behaviors—especially in Ontario—and translate insights into targeted actions and pilots.

• Reporting & Analytics: Oversee accurate, timely dashboards and narratives that inform decisions and course corrections; produce weekly EVP SD performance and activity reports.

• Risk & Compliance: Identify and mitigate financial, operational, and compliance risks; maintain audit-ready documentation.

• Budget Management: Own SD budget; allocate resources (within scope) to efficiently and meet financial targets.

Executive Leadership Competencies

• Self-Management - Leads the organization in emotional control, agility and influence through expressing a wide spectrum of emotions to suit the environment they are within, to build commitment and buy-in to new ideas and concepts, and to generate motivation for action. Works effectively throughout all emotional environments and utilizes emotional intelligence to lead a positive outcome despite the starting position.
• Results Focused - Is competitive and takes risks in growing the organization's profitability, finds creative ways to measure and monitor intangible outcomes to achieve overarching strategic goals, and proactively shapes the customer value proposition based upon deep awareness of customer desires. Creates a high-performance culture throughout the organization with imbedded urgency to achieve results while preserving core values and high enthusiasm from the employees.
• Effective Communicator - Architects effective communications processes and tools throughout the organization to drive a culture of free flowing, timely and accurate information and communication throughout the organization. Effectively anchors change through powerful and broad communication strategies that utilize a multitude of communications tools and media best suited for the message or change initiative.
• Empowers and Coaches Others - Fosters an organizational culture of empowerment and coaching, ensuring role clarity and accountability for organizational objectives and initiatives. Identifies high potential leaders and creates new opportunities for them to develop, by allocating responsibilities based upon skills and learning orientation, articulating a vision that enables them to execute with their own creativity, providing liberal boundaries to aid in their personal growth.
• Collaboration and Influence - Fosters a high-performing culture where leaders work well together towards a common vision, while positively and respectfully challenging each other to do their best work. Creates high level, innovative partnerships that span the organization and reach beyond its walls to influence change or pursue strategic initiatives with global brands, organizations and external vendors, orchestrating partnerships that create reciprocally beneficial outcomes.
• Builds Teams - Architects the right teams and structures in the organization, utilizes cross- organizational teams where collaboration is needed, and balances team work and individual accountability to most effectively achieve organizational goals.
• Innovation and Change Leadership - Commits to new approaches ahead of emerging opportunities by tapping industry and market developments.
• Strategic Orientation - Anticipates and plans for future events and opportunities including competitive realities to create clarity in direction for how our vision is to be achieved.
• Resilience – Responds well to pressure and the demands of daily life. Has flexibility durability, strength and speed of recovery.

Education

• Bachelor’s degree in business, Marketing, or related field preferred or relevant industry experience.

• Willingness to complete requisite licensing programs.

Core KPIs (tracked & published)

• ATG % / CC / Revenue per Business Day / YoY growth %
• New dealer signings (and revenue contribution) & time-to-launch
• Ontario market share growth (defined baseline target)
• DCP compliance & quality ( 95%)
• Dealer CSAT/NPS and attach-rate growth across SD products

Note: This is a national role requiring regular travel across Canada (approximately 50% travel). Schedule to be determined by EVP and VP prior to acceptance of role.

What We Offer

• The compensation range for this position is $165,000 - 175,000 + bonus.
• Hybrid work model
• A competitive compensation package, including a comprehensive health benefits plan, Group RRSP, performance bonus, health and wellness benefits, and education sponsorship.
• Four paid days annually to "give back" to the community, along with your birthday off.
• A vehicle rebate program of up to $400 per month.