Sr Client Onboarding Manager (Large Market Retirement)

Job Description

Responsibilities

Transition

Manage the installation of defined contribution retirement plans, during start up or conversion, for single employer and multiple employer plans.

Analyze deliverable dates and timetables to create detailed project plans encompassing all aspects of the installation.

Evaluate timelines for liquidation of investments and receipt of plan data from prior providers in consideration of SOX blackout and plan effective dates. [Commentary : TM understands legal rules and provider practices to determine best timing to receive plan data]

Determine education options and delivery methods best suited for plan sponsors and participants, and coordinate with trainers to initiate.

Manage transition of funds out of blackout to the service team within set timetable. Initiate extension notices if needed.

Compliance / Technical

Delegate and monitor record keeping setup, asset transfer, allocation, and first deposits, including the education, integration, and mapping of payroll files / methods.

Ensure plan set up consultants prepare documents related to plans and contracts, including employee disclosure material required to establish a new retirement plan.

Create and ensure regulatory notices are accurate and distributed to participants on time.

Conduct consultative discussions for plan reviews and assist plan sponsors with compliance questions related to plan design.

Relationship Management

Serve as primary plan sponsor contact during the installation process to ensure all aspects of the transition process meet client expectations.

Analyze data, conversion, payroll, and census files received from the client to assess the accuracy and consistency of information. Notify the plan sponsor and internal / external contacts of issues that may impact the success of the transition.

Plan and execute internal and external communications with plan sponsors, financial advisors and third-party administrators based on client preferences and culture.

Manage relationships with internal partners, sales executives, plan sponsors contacts, financial advisors and third parties throughout the installation process to ensure deliverables are met.

Confirm the accuracy and delivery of enrollment materials to participants once plans are in place.

Qualifications

Bachelor’s degree in a business field or equivalent experience

Five years of experience in the financial services industry including client management, installations / conversions, or contract compliance

In-depth understanding of retirement plan regulations

Client focused to provide exceptional customer service

Outstanding written / oral communication and relationship building skills

Time management and organizational skills to handle multiple installations at various points in the conversion project lifecycle

Problem solving skills and attention to detail

Ability to quickly learn and navigate numerous systems / applications

Preferred Qualifications

Demonstrate expertise in managing mid-market plans with a focus on assets typically valued at $50 million and above

Working Conditions

Office or hybrid office (In office Tuesday, Wednesday, and Thursday)

Compensation

The Salary for this position generally ranges between $82,000 - $92,000 annually.  Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including  qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Additionally, this position is typically eligible for an Annual Bonus of 12.5% based on the Company Bonus Plan / Individual Performance and is at the Company’s discretion

#LI-HR1

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.

What We Offer

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees.

Compensation Benefits

Competitive Pay

Bonus for Eligible Employees

Benefits Package

Pension Plan

401k Match

Employee Stock Purchase Plan

Tuition Reimbursement

Disability Insurance

Medical Insurance

Dental Insurance

Vision Insurance

Employee Discounts

Career Training & Development Opportunities

Health and Work / Life Balance Benefits

Paid Time Off starting at 160 hours annually for employees in their first year of service.

Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).

Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars

Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.

Adoption Assistance

Employee Assistance Program

College Coach Program

Back-Up Care Program

PTO for Volunteer Hours

Employee Matching Gifts Program

Employee Resource Groups

Inclusion and Diversity Programs

Employee Recognition Program

Referral Bonus Programs

Inclusion & Diversity

We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts throughthe Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including theInclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women.

To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees.Theyprovide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all.

Giving Back

We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.

Transamerica’s Parent Company

Aegonacquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe.

• It offers investment, protection, and retirement solutions, always with a clear purpose : Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.
• As of December 31, 2023