OVERVIEW

The Organization of Latino Actuaries (OLA) is excited to announce the launch of the 2026 OLA Board of Directors (Board) application! OLA is looking for volunteers who will help further OLA’s mission by serving as a Board member.

The OLA Leadership team is composed of the Board of Directors, Senior Program Managers (SPMs), Program Managers (PMs), Professional Committees at the professional level, and its Rising Leaders Program (RLP) Student Committees at the prospect level. The diagram below illustrates how the various leadership positions work together:

In addition to voting on financial and strategic decisions, the Board actively engages in helping the Senior Program Managers (SPMs) in planning and managing the workstreams assigned to their designated PMs, assistants, and/or volunteers in order to ensure the successful execution of these strategic plans. Finally, the Board acts as the main representation of the organization when engaging with various OLA stakeholders.

If you are interested in volunteering for a Board position, then please complete the application linked at the bottom of this page by the deadline outlined below.

Go to:

• Responsibilities & Expectations
  
• Eligibility & Deadline
  
• Position Descriptions
  
• Application
  

RESPONSIBILITIES & EXPECTATIONS

Term

• The three-year term commences on January 1, 2026, and terminates on December 31, 2028.
• Note that there will be a two-month transition period beginning November 1, 2025, in which the 2026 OLA Leadership team members will overlap with 2025 OLA Leadership team members to ensure a smooth transition.
  • New Board members whose terms have not yet officially commenced during this time will still be expected to participate in the transition meetings/process.

Expectations

Serving on the OLA Leadership Team is a meaningful commitment that requires professionalism, accountability, and alignment with OLA’s mission and vision. In order to accept a Board position, new Board members will be required to sign key documents on an annual basis that outline the expectations and responsibilities of their role, including but not limited to:

• OLA Leader Engagement Agreement
  Details the accountability framework for the role, including anticipated deliverables, reporting structure, key stakeholders, and metrics by which both individual and team success will be measured.
• OLA Leader Code of Conduct
  Outlines ethical and professional standards, including expectations for external partner interactions, engagement with prospects (aspiring actuaries), confidentiality when handling personally identifiable or sensitive information, and overall conduct while serving in a leadership capacity.
• OLA Conflict of Interest Disclosure
  Ensures transparency and integrity in decision-making and external affiliations.
• OLA Waiver of Liability
  Acknowledges associated risks with traveling for and/or attending in-person OLA engagements.

OLA relies on its leadership team to uphold the organization’s values and deliver on its commitments to members, sponsors, and partners. Failure to meet the expectations outlined in these documents may result in immediate removal from the role.

Time Commitment

• The Board of Directors is scheduled to meet twice a month in 2026:
  • One monthly Board-only meeting (1 hour in length)
  • One monthly OLA Leadership Council meeting (1 hour in length, usually two weeks after the Board-only meeting) with the Board and Senior Program Managers (SPMs)
  • Board members are expected to attend at least 75% of the monthly Board-only and OLA Leadership Council meetings per year, participate in discussions, and vote on proposals.
• Two to four hours per week may be spent outside of the monthly Board meetings on meeting with the SPMs overseen by the Board position (if any), developing strategies and related documentation for upcoming Board meetings, and/or meeting virtually with stakeholders, depending on the position.
  • Position-specific responsibilities are listed in the "Position Descriptions" section under each respective position and more accurately describe expected time commitments.
  • At-Large Board members are not expected to manage teams/budgets in the way function/stakeholder-focused Board positions are, so these Board members should expect closer to a two-hour per week commitment, on average.

Travel

• We expect Board members to make an effort to attend OLA's Annual Leadership Meeting in Des Moines, Iowa, from Thursday, January 29 - Saturday, January 31, 2026 (further details TBA). OLA will work with Board members to cover travel and lodging expenses for this three (3) day engagement in the event they are not sponsored by their company.
• Depending on individual engagement and program funding, Board members in alignment with their OLA Leader Engagement Agreement and OLA Leader Code of Conduct may also be sponsored by OLA to travel to the OLA Avanza Conference in August 2026 (exact location/dates TBD)!

Position-specific responsibilities are listed in the "Position Descriptions" section under each respective team.

ELIGIBILITY & DEADLINE

Eligibility

• Credentialed actuaries (ACAS, ASA, FCAS, FSA) are eligible to apply for a position on the OLA Board of Directors
• At-Large Board positions additionally require fifteen years of professional experience (not all years need to be related to actuarial work) to ensure selected applicants bring a certain level of executive and/or industry experience to better inform their contributions to OLA's strategic planning and governance.

Deadline

Applications must be submitted no later than Friday, October 17, 2025, 11:59 P.M. ET.

Interviews will be conducted shortly after the earlier of the application deadline or the date of the application submission for those selected to proceed to the final round of selection

Note that completing the application does not guarantee a Board position. If selected for an interview, we will discuss your skills and preferences with you to determine where you can best fit on the OLA Leadership team!

POSITION DESCRIPTIONS

Director of Early Career Development

• Provide guidance/direction to the below teams, particularly the Senior Program Managers (SPMs) leading those teams:
  • OLA Academy (OLAA)
  • Rising Leaders Program (RLP)
• Attend biweekly team meetings for the aforementioned teams, facilitate monthly one-on-one meetings with all OLAA and RLP PMs, and ensure cross-team collaboration within the larger Early Career Development team.
• Act as the central liaison between the above Early Career Development teams and the rest of the OLA Leadership team to align strategy, budget requests, and cross-team collaboration.
• Ensure there is a clear point-of-contact and program/content accessibility for OLA prospects (college/university students, recent graduates, and career-changers) as they prepare for their internship/full-time job search (and leadership development if in the RLP).
• Develop a defining presence among OLA's prospects as the main representative of its programs, offerings, and support to this central group of stakeholders in the OLA community!

Given the large number of prospects (nearly 300 as of September 2025!), it is not expected that the Director of Early Career Development will have a personal relationship with every single prospect since the Early Career Development teams work diligently to provide each prospect with personalized mentorship and support. It is, however, expected that this position will have a visible and central role within both the OLA Leadership team and wider OLA community as a representative and advocate for some of OLA's most impactful programs!

At-Large Board Position

• Advise & guide the organization in collaboration with other Board members by leveraging both personal and organizational industry and non-profit community connections.
• Provide high-level direction and leadership to the various OLA Leaders by identifying and engaging with programs/initiatives/needs that require further exploration and guidance.
• Monitor industry and non-profit trends to identify potential reputational/legal/financial risks to the organization and communicate concerns with fellow Board members to address those concerns promptly.

Given At-Large Board members are not expected to manage teams/budgets in the way function/stakeholder-focused Board positions are, this position is designed for more experienced credentialed actuarial professionals who can bring a certain level of executive and/or industry experience to better inform their contributions to OLA's strategic planning and governance without requiring the more day-to-day involvement in operations that is more typical for function/stakeholder-focused Board positions.

APPLICATION

Ready to apply? Click here to access the application form!

Please note that only those members signed-in as credentialed actuaries with upgraded accounts will be able to access the application form. If you need to upgrade your account before applying, please follow the steps in FAQ #2 of this page: https://members.latinoactuaries.org/page/Profile-Upgrade-Info. If you have any questions or believe your member type/access is incorrect, please email us at  operations@latinoactuaries.org.

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