SummaryThe Manager, Retirement Plans will support the organization on all retirement programs, which include two 401(k) plans, a defined benefit pension plan, multiple non-qualified deferred compensation arrangements, and a retiree health program. This role influences enterprise-wide decisions, partners with executive leadership, and ensures the long-term financial integrity and compliance of all retirement programs.
Key ResponsibilitiesPlan Governance & Fiduciary Oversight- Serve as the organization's subject-matter expert on retirement plan design, governance, and regulatory strategy across all qualified and non-qualified plans.
- Provide recommendations to executive leadership, internal committees, and legal counsel on plan design changes, risk mitigation, and long-term sustainability.
- Interpret complex plan documents and ensure alignment between plan provisions, collective bargaining agreements, payroll systems, and vendor platforms.
- Oversee fiduciary responsibilities, ensuring adherence to ERISA, IRS, and DOL requirements and maintaining a strong internal control environment.
401(k) Plan Management- Provide administration and support the strategic direction of two 401(k) plans (one with extensive union-negotiated contribution structures).
- Drive operational excellence across plan processes, participant experience, and vendor performance.
- Evaluate plan effectiveness and recommend enhancements to improve outcomes, reduce risk, and optimize cost.
Pension Plan Management- Oversee the defined benefit pension plan (which consists of a base plan and multiple legacy and union-negotiated component parts), including actuarial coordination, compliance, and claims.
- Partner with actuaries and legal counsel to ensure accurate valuations, regulatory filings, and plan governance.
Regulatory Compliance & Reporting- Lead the annual Form 5500 filing process for all retirement plans, coordinating with recordkeepers, consultants, auditors, internal stakeholders and legal counsel.
- Ensure timely implementation of annual IRS limits and regulatory updates, providing strategic guidance to payroll and HRIS teams.
- Maintain comprehensive compliance documentation and support internal and external audits.
Non-Qualified & Executive Deferred Compensation Plans- Provide senior-level oversight of non-qualified deferred compensation plans, ensuring compliance with Internal Revenue Code Section 409A and alignment with executive compensation strategy.
- Coordinate with Finance, Payroll, and external vendors to ensure accurate administration and reporting.
Vendor & Consultant Relationship Leadership- Act as the liaison to recordkeepers, actuaries, consultants, and legal advisors.
- Lead vendor governance, including performance management, issue escalation, contract evaluation, and strategic planning.
- Drive continuous improvement initiatives and ensure vendors deliver high-quality service aligned with organizational goals.
Retiree Health Program Oversight- Maintain oversight of the retiree health program, ensuring accurate administration and a positive retiree experience.
- Partner with vendors and internal stakeholders to address emerging issues and evaluate program sustainability.
Stakeholder & Participant Engagement- Serve as the organization's resource for employees, retirees, and surviving spouses on complex retirement plan matters.
- Provide clear, authoritative guidance on plan rules, benefit calculations, and regulatory considerations.
- Oversee communication strategy relating to plans.
- Coordinate with recordkeepers and consultants about possible improvements to plans to stay competitive with peer companies.
Payroll & HRIS Integration Leadership- Coordinate with payroll and HRIS teams on the implementation of retirement plan rules, annual limit changes, and system configurations within ADP EV6.
- Provide input on system design to ensure accurate and compliant plan administration.
Qualifications- Bachelor's degree in Human Resources, Finance, Business Administration, or related field; advanced degree preferred.
- 7+ years of progressive experience in retirement plan governance, pension administration, or benefits strategy.
- Deep expertise in ERISA, IRS, and DOL regulations.
- Experience managing complex, union-influenced plan structures.
- Strong vendor management and contract oversight experience.
- Professional Human Resources Certification (i.e. CHRM/PHR) and/or Benefit Professional (CEBS).
- Experience in manufacturing industry and/or working with unions.
