JOB SUMMARY
The Manager, Retirement Programs coordinates administration of existing programs while evaluating and designs retirement programs for Reliance Steel and its subsidiary entities or FOCs, Family Of Companies. This position is responsible for oversight and direction of day-to-day administration, program improvement and development, as well as evaluating and proposing changes to improve retirement programs.
ESSENTIAL FUNCTIONS
- Advise company leadership on matters pertaining to retirement programs.
- Research and recommend appropriate benefit plan design alternatives based on data analysis and trends.
- Provide managerial support to retirement savings administration specialists.
- Working knowledge and understanding of retirement plan administration and associated regulations and IRS tax rules.
- Provide fiscal management of retirement programs.
- Regularly review and update retirement plan strategy as needed to ensure alignment with shifts in strategies, priorities, and needs.
- Ensures compliance with COBRA, HIPAA, and ERISA provisions, and files required State and Federal reports.
- Leads plan integrations of acquired companies and programs with third-party administrators and co-fiduciaries.
- Leads general program administration, including annual audits, non-discrimination testing, monthly trial balances, forfeiture account management, and account reconciliations and identify alternatives to correct failures and improve program compliance activities.
- Oversee and advise on all facets of daily plan administration including processing of contributions, loans, distributions, hardship withdrawals.
- Serve as a main point of contact for all retirement vendor relationships and partners within the HR.
- Review and resolve escalated concerns and issues related to retirement plans and administration.
- Communicate with clients and customers in a timely and professional manner.
- Conduct group benefits presentations for and/or individual interviews with employees regarding retirement programs.
- Monitor vendor activity including compliance with service level agreements, key metrics, and ongoing performance reporting.
- Evaluate work performance of members of retirement team in a fair and unbiased manner.
- Analyze program utilization and make recommendations on initiatives to improve cost effectiveness.
- Manage, review and resolve escalated retirement issues and provide guidance to retirees.
- Participates and leads system interface improvements with payroll systems and vendor systems, as needed.
- Perform plan reporting and analysis in coordination with company Accounting on a monthly, quarterly, and annual basis or as needed.
- May conduct research to determine the effectiveness of benefit programs and policies and participate in the evaluation of program fees, conduct retirement and benefit related calculations and analysis, fund mapping, and in the evaluation of overall program value.
- May evaluate and suggest changes in cost sharing between organization and employees.
- Lead the development of policy improvements, as well as policy development, changes, and delivery, including communication of changes to employee population.
- Coordinates retirement planning, records management, and data administration with subsidiary companies and third-party vendors.
- Performs other duties as assigned or expected.
- Supports HR programs across the organization as needed or requested.
SUPPLEMENTAL DUTIES & RESPONSIBILITIES
- Annual Enrollment
- Retirement communications and disclosures
- Other support duties as required
- Divisional and organizational projects and programs
CORE COMPETENCIES
- Interpersonal skills, including ability to communicate clearly both verbally and in writing
- Problem-solving and decision-making
- Excellent organizational skills and attention to detail
- Proficiency with Microsoft Office Suite of software, particularly Microsoft Excel
- Ability to promote change and build consensus.
- Ability to learn third-party systems
Required Skills
Advanced degree in business, accounting, finance, economics, or another related field.
Ten or more years of experience in human resources and/or retirement savings administration.
Four or more years of experience leading teams in a management or leadership role
Experience in benefits administration.
Experience working closely with senior leadership and executives, including identifying needs, developing action plans, identifying deliverables, and presenting results and recommendations.
Ability to identify knowledge and resource gaps.
Ability to train staff on emerging industry trends and ensure quality baseline of department knowledge.
Certified Benefits Professional, Certified Employee Benefit Specialist, or Certified Compensation Professional, or other similar certifications.
Required Experience