MetLife

43,000 Total Employees

Year Founded: 1868

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MetLife Leadership & Management

Updated on August 31, 2026

MetLife Employee Reviews

Leadership made a huge difference. My manager gave me advice that changed my approach: Don’t wait for chances — create them. Build connections, stay curious, and turn challenges into opportunities. He backed up that advice with real guidance, helping me understand our product culture, coaching me for big events, and always listening to my ideas. Having this support gave me the direction I needed.

Jing Huang, Software Platform Engineer

We have a strong leadership that I trust and who authentically care for our shareholders, our customers, and our employees. It’s why I’ve stayed with MetLife for 17 years when prior to MetLife, I rarely stayed with a company for more than 3 years.

Samantha Heron , VP Global Head of HR Business Controls

MetLife has a unique work culture. Leadership is very approachable and the opportunity for advancement is always there.

Pete Clarke , ADA Unit Leader

Everyone has different skillsets and motivations. As a manager, my job is to create an environment where they can thrive. I take great pleasure in learning about my associates, understanding what drives them to succeed, and providing them with opportunities to do so. This approach aligns well with my empathetic nature and my ability to understand people, serving as a sounding board and listening to what is important to them.

Erica Provido, Assistant Vice President

What People Are Saying About MetLife

Strategic Vision & Planning: feedback suggests leadership has articulated a named, time‑bound strategy (New Frontier, 2025–2029) with four clear pillars and continuity from the prior plan. The direction is consistently reinforced across investor day materials, filings, CEO letters, and the corporate site.
Accountability & Follow-Through: feedback suggests the plan is tied to quantified multi‑year targets (e.g., adjusted EPS growth, 15–17% adjusted ROE, expense ratio, free cash flow) with ongoing reporting against them and structural moves like making MIM a separate segment. This linkage provides a concrete yardstick for progress and shows active alignment between narrative and actions.
Open & Transparent Communication: feedback suggests leadership anchors the strategy to purpose and repeats the same priorities across channels, while dedicated internal communications and a Chief Communications Officer support clarity for stakeholders. Consistency in message across 2025–2026 disclosures helps maintain alignment.