The Manager of Retirement Plans will be expected to be knowledgeable in Defined Contribution Retirement/Savings Plans and/or Defined Benefit Plans with a wide range of plan administrative and management experience to support activities that span across all CHI “enterprise wide” qualified, non-qualified, Church and ERISA retirement plan types. Day to day plan administrative and management responsibilities will include compliance, governance, government filings, financial reporting and communications/employee engagement strategy. This role will also have a focus on transition/integration of newly acquired retirement and savings plans as a result of corporate mergers and acquisitions. The Manager will be expected to be: self motivated, lead efforts, results oriented and have a significant collaborative spirit to work effectively with members of the Benefits Team, CHI Management, HR leadership teams, HR Operations, Providers(vendors), legal counsel, plan actuaries and CHI Market Based Organizations (MBOs) and will be expected to be able to articulate/present retirement matters to the aforementioned constituents from time to time.
CHI’s current “core/active” retirement plans include: an ERISA 401(k) Retirement Savings Plan, a non-qualified deferred compensation 457(b) Plan and a non-qualified deferred compensation 457(f) Plan. Also, of significance are two other plans sponsored by CHI which have been recently frozen: the CHI Retirement Plan (a cash balance DB Church Plan) and the ERISA Employee Savings 403(b) Plan. Over the years and through the course of many acquisition and mergers, CHI has assumed fiduciary responsibilities for a number of other retirement plans. For these “Non-core” plans, as fiduciary, CHI is responsible for the administrative, compliance and governance duties associated with these plans. It will be the responsibility of the Manager to maintain/coordinate the compliance/governance/ administrative status of these plans.
The Manager will also assist the Director of Retirement Plans with administrative/management activities related to the development of retirement solutions for new lines of business as CHI’s strategic business focus evolves.
In addition to plan administrative activities the Manager will assist the Director where necessary with those activities (creating, deploying and maintaining) associated with our employee engagement strategy including metrics reporting, managing provider resources (representative deployment) and other tools as determined necessary to deliver strategy results
1. Overall management of the HR/Payroll Support Center staff, including Quality, Training and Operations Analysts, Floor Supervisors, Specialists and Customer Service Associates.
2. Identifies trends in inbound volumes and call flows. Analyzes, identifies root causes, and develops action plans to maximize customer satisfaction.
3. Responsible for call center SLAs and hold vendor partners accountable to agreed upon SLAs.
4. Maintains operating systems, procedures and policies to achieve overall goals of the business.
5. Supports technology and process decisions for inbound and outbound phone functions, as well as data entry and customer service metrics.
6. Ensures that the systems and technology infrastructure are sufficient to meet the need and are leveraged to optimize efficiency and effectiveness by partnering with IT network and development teams.
7. Monitors random calls to improve quality, minimize errors, and track operations performance.
8. Liaises with key stakeholders to gather information and resolve issues.
9. Ensures department staff receives appropriate system and process training. Coaches, motivates and retains staff.
10. Regular review of departmental processes in order to execute process improvement opportunities.
11. Set department goals and provide guidance to the staff to successfully achieve these goals.
12. Responsible for performance management, hiring, employee retention, and growth. Provides mentoring and guidance to direct reports and other support center employees.
1. Administration and Plan Management- Manager will need to possess a broad working knowledge of the retirement industry necessary to ensure CHI fulfills its fiduciary requirements (administratively) in the best interest of its employees and the organization. Therefore the Manager must be knowledgeable in the space of both Defined Benefit (Pension) and/orDefined Contribution Plans administration (primarily with compliance and governance requirements). They must demonstrate an ability to be self-motivated, results oriented and able to collaborate with others. General activities include but are not limited to; resolution of escalated retirement issues (coordinating with HR Ops and CHI MBOs); coordination of plan audits, nondiscrimination testing, actuarial valuations (DB Plans), PBGC, 5500 and other governmental filings; Liaison between providers and HR Operations regarding issues with potential compliance implications.
1. filings; Liaison between providers and HR Operations regarding issues with potential compliance implications
2. Compliance – maintain compliance status of all plan documents/amendments, audits and governmental filings including employee notifications (SPDs and SMMs), including periodically reporting to management and retirement sub-committees. Responsible for not only providing plan status update but also for coordinating with legal counsel and provider (vendors) activities required for maintaining favorable compliance status of all plans. Merger activities also include determining best solution for disposition of any retirement plans acquired through transaction.
3. Governance-coordinate activities necessary for the formal presentation to the CHI Retirement Plans Sub-committee and the CHI and Affiliates Defined Benefit Plan Sub-committee. Working closely with the Director of Retiremet Plans and legal counsel, Manager is responsible for tracking agendaitems as well as accumulating and reviewing material to be published for committee member review, solicit appropriate committee members for any required signature, and the circulation of meeting minutes. Sub-committees typically meet by conference call – four times a year. Manager will also support Director with activities associated with CHI Defined Contribution Investment Committee and any other CHI designed committee as deemed necessary as it relates to retirement plans
4. Collaborative Spirit - Manager will be expected to possess presentation skills and ability to articulate complex retirement matters to HR Leaders at CHI MBOs, CHI/MBO Leadership, Providers and other stakeholders as deemed appropriate not through written or presentations but through verbal presentation
Communications/Employee Engagement – Manager will be expected to assist in the development of employee communications relative to retirement plans or topics and to support CHI employee portal needs where appropriate and in developing metric reporting
5. Communications/Employee Engagement – Manager will be expected to assist in the development of employee communications relative to retirement plans or topics and to support CHI employee portal needs where appropriate and in developing metric reporting
MERGER & ACQUISITIONS:
1. Working the Benefits Director, Transactions, contributes to bring to light retirement plan matters, impediments and other challenges that are significant in relation to: transaction agreement, leadership commitments and overall business direction of the organization as it relates to CHI retirement plans. Assist with educating MBOs re; required activities and considerations during due diligence and in a preparation for finalization of the transaction.
2. Translate transaction agreement provisions specific to retirement plans to administrative actions necessary to successfully complete transaction. Administrative activities “may” include but are not limited to: organizing the compilation of census data for actuarial costing purposes; plan document and amendment review; soliciting subcommittee for transaction approval; assist with employee communications; providing guidance to provider (recordkeeper) HR Operation and MBO regarding work plan for any retirement plan transition activity; ensure administrative activity does not cause compliance or governance issues.
3. Participate where necessary in meetings and conference calls and expect to be highly collaborative with personnel from all stakeholder groups (MBO, HR Operations, Providers(Vendors), Legal Council etc.)
4. Track status of transaction and providing management with periodic update on mile stones, timelines, transaction progress, impediments, resolutions and accomplishments etc…
1. Must have financial experience/expertise to oversee annual retirement budget setting regarding retirement plans. Manager is responsible for collaborating with finance team members in developing annual budget and in preparing presentation to management and in providing assistance in presenting to retirement sub-committees
2. Manager will support Director in managing retirement plans vendor invoice review, validation and approval process
3. Manager will be expected to have general understanding of Defined Benefit plan funding and reporting requirements to be able to collaborate and coordinate activities between plan actuary’s and CHI financial team members
NEW LINES OF BUSINESS:
Manager will be expected to assist with oversight and development of
retirement plans structure specific to new lines of business which may call for a structure different from CHI’s current core plans. The exact model of compliance, governance and plan administrative oversight is under development. More definition around responsibilities/role to be developed with the creation of the Kentucky State Network transaction.