Retirement Benefits Manager

We need to output only HTML fragment, no html/body tags, no markdown fences. Use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. The posting includes Position Summary (we can treat as About the role). Essential Duties And Responsibilities -> Responsibilities. Knowledge, Skills, And Abilities -> Skills (or Knowledge, Skills, And Abilities could be Skills). Education & Experience -> Qualifications (or Requirements?). The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content accordingly. We have: - Position Summary: about the role. - Essential Duties And Responsibilities: responsibilities. - Marginal Functions: maybe part of responsibilities? Could be included under responsibilities or maybe omitted as marginal? Probably include under responsibilities as part of duties. - Knowledge, Skills, And Abilities: skills. - Education & Experience: qualifications. - Benefits: listed under "This position is eligible for the following benefits~ ..." So we have Benefits. - Pay: Not specified; there is "Additional Compensation~ [e.g., signing bonus, commission structure if applicable]" but that's placeholder. Should not create Pay section unless actual pay stated. So omit Pay. - Schedule: Not specified; regular onsite attendance essential but no schedule details. So omit Schedule. - Requirements: maybe we could have a Requirements section separate from Qualifications? The instruction says we can use Requirements heading. But we have Education & Experience as qualifications; maybe we treat that as Qualifications. Could also include Requirements for things like "5+ years of experience focused on 401(k) plan administration required." etc. That's more like qualifications. We'll put that under Qualifications. We need to use

• for any list of duties/requirements/benefits. So for responsibilities list, we need to convert each duty into
• . For skills list, also list. For benefits list, list. We must preserve ALL substantive information; do not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Also remove things like "Disclaimer", "Environmental Conditions", "Physical, Mental, & Communication Demands" maybe those are boilerplate? They are not explicitly listed as boilerplate to remove, but they are generic job description sections. The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. It doesn't say to remove Physical/Mental demands etc. However, we should aim for a few substantive sections over many thin ones. The Physical/Mental/Environmental sections could be considered thin; but they contain some specifics. However, we might decide to omit them to keep sections few. But we must preserve ALL substantive information; if we omit them, we lose info. The instruction: "Prefer a few substantive sections over many thin ones." It doesn't say to discard thin sections, but we could combine them into a single section like "Working Conditions" maybe not a prescribed heading. But we only allowed headings from the list. Could we add a new heading? Not allowed; we should only use those headings. So we cannot create a new heading like "Working Conditions". We could incorporate those details into existing sections like Responsibilities or Skills? Not appropriate. Perhaps we should include them as a separate section but we don't have a heading for them. The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use those for section headings. It might be okay to add other headings if needed, but they gave examples. Safer to stick to those headings only. So we may need to omit Physical/Mental/Environmental details if they don't fit. But we must preserve ALL substantive information. This is a conflict. However, maybe those sections are considered boilerplate? They are generic but still substantive. The instruction didn't list them as boilerplate to remove. But they said "Prefer a few substantive sections over many thin ones." So we could combine them into a single "Working Conditions" but not allowed heading. Could we put them under Responsibilities? Not really. Could we put them under Skills? Not really. Could we put them under Qualifications? Not really. Maybe we can treat them as part of "Requirements" (like physical demands are requirements). That could work: Requirements heading could include physical, mental, communication demands. So we can have a Requirements section with those details. Then we have Qualifications for education/experience. That seems plausible. Thus sections: - About the role (Position Summary) - Responsibilities (Essential Duties And Responsibilities + Marginal Functions) - Requirements (Physical, Mental, & Communication Demands + Environmental Conditions) - Qualifications (Education & Experience) - Skills (Knowledge, Skills, And Abilities) - Benefits (benefits list) We must not repeat job title as heading. We must not include Job ID/requisition numbers. We must remove duplicated lines. Now let's extract content. Position Summary paragraph: "The Retirement Benefits Manager position supports the VP of Retirement Benefits by managing a team of Retirement Benefits Specialists and Senior Retirement Benefits Specialists and providing leadership for administrative support to several 401(k) Multiple Employer Plans (MEP), Pooled Employer Plans (PEP), and client-sponsored plans. This position will be involved in multiple aspects of MEP/PEP operations, including plan compliance, client and participant support, retirement-related payroll support, facilitating MEP/PEP mergers, and setting up new retirement plans within our payroll software systems. The Retirement Benefits Manager partners directly with retirement vendors to resolve issues, enhance processes, and ensure operational excellence." We'll put that in

  . Responsibilities: list each duty from Essential Duties And Responsibilities and Marginal Functions. Essential Duties And Responsibilities bullet points (though not bullet but sentences). We'll split each sentence starting with a verb. List: - Provide direct supervision and coaching to Retirement Benefits Specialists and Senior Retirement Benefits Specialists, including performance feedback, development planning, and day-to-day guidance. - Oversee team administration of retirement plans, ensuring operational tasks adhere to stated plan provisions, ERISA, and internal controls; areas include remittance of contributions, year-end compliance testing, plan document review, and plan corrections. - Serve as an escalation point for the team and within the organization when complex plan questions or issues arise, coordinating with vendors, auditors, and internal stakeholders. - Communicate with internal and external customers regarding 401(k) administration, providing subject matter expertise and support for Vensure products and services. - Identify, implement, and monitor process improvements to enhance team productivity, quality, and compliance with regulatory requirements. - Coordinate with Vensure's retirement vendors to perform due diligence on Vensure's MEPs/PEPs, monitor service levels, and resolve operational issues. - Work proactively and professionally with multiple departments including Payroll, Client Relations, Sales, and Benefits to ensure integrated and timely administration of retirement plans. - Lead and support the merger of acquired company MEPs/PEPs into Vensure 401(k) plans, including coordination of data, communications, and timelines. - Support annual 401(k) plan audits and Form 5500 filings by working with Third-Party Administrators, recordkeepers, and auditors and overseeing the team's contributions. - Regular, onsite attendance is an essential job function due to the need for secure access to systems, collaboration on sensitive technical matters, participation in operational meetings, and hands‑on involvement. Marginal Functions: - Build, maintain and promote relationships with team members, peers across disciplines, and all other company team members ensuring effective coordination of communications and services affecting clients. - Attend webinars and training to stay up to date on best practices related to the company and department. - Complete projects and other duties as assigned by supervisor. We'll combine these into a

  • list. Requirements: Physical, Mental, & Communication Demands + Environmental Conditions. We need to list each demand as
  • . Let's extract. Physical Demands~ Sedentary Work~ Requires prolonged sitting while working at a desk, computer, or in meetings for the majority of the workday. Manual Dexterity~ Utilizes hands and fingers frequently to operate a keyboard, mouse, and other office equipment for data entry and system navigation. Mobility~ Occasionally walks within the office or to meeting areas to collaborate with team members, leadership, or clients. Visual Focus~ Maintains sustained visual attention to read, analyze, and interpret data on computer screens and printed materials. Light Lifting~ Handles and transports light office materials such as documents or small supplies as needed. Mental Demands~ Strategic Thinking~ Applies high-level reasoning and planning to develop and execute retirement program strategies and operational improvements. Decision Making~ Makes timely, informed decisions, often under pressure, based on regulatory requirements, data, and organizational priorities. Attention to Detail~ Ensures accuracy when managing retirement plans, compliance testing, reports, and financial data. Problem Solving~ Continuously identifies operational issues, compliance risks, and client concerns and develops effective resolutions. Multitasking~ Manages multiple concurrent projects, deadlines, and priorities in a fast-paced environment. Stress Tolerance~ Maintains composure and effectiveness when handling high-pressure situations, escalations, or complex client issues. Communication Demands~ Interpersonal Effectiveness~ Builds and maintains strong working relationships with employees, leadership, clients, and external vendors. Cultural Sensitivity~ Communicate with individuals from diverse cultural backgrounds, demonstrating cultural awareness and sensitivity. Written Communication~ Produces clear, accurate, and professional documentation, including emails, reports, and retirement plan materials. Verbal Communication~ Conveys information effectively through discussions, training sessions, and presentations to varied audiences. Presentation Skills~ Presents complex retirement plan strategies, compliance updates, and performance metrics to leadership and stakeholders. Active Listening~ Demonstrates attentiveness and understanding when engaging with team members, clients, and stakeholders to address concerns and gather information. Environmental Conditions: This position is performed in a professional office environment and requires regular use of computers and standard office equipment. The work setting is climate-controlled with typical office lighting and low to moderate noise levels. The role involves extended periods of screen time, in-person collaboration and meetings, and minimal exposure to physical hazards. We'll list each as separate
  • maybe combine similar. Qualifications: Education & Experience. Text: "Associate’s degree or equivalent combination of experience, skills, education (including other relevant non-traditional degree programs, certifications, or job training programs) preferred. 5+ years of experience focused on 401(k) plan administration required. 1-3+ years of leadership experience (supervisory or lead) required, preferably in a retirement or benefits operations environment. Third-Party Administration (TPA) experience preferred. Multiple Employer Plan (MEP or Pooled Employer Plan (PEP) experience a plus. Retirement-related credentials a plus (QKA, RPA, ASPPA, CEBS). Professional Employer Organization (PEO) experience a plus." We'll put each as
  • . Skills: Knowledge, Skills, And Abilities. List each ability as
  • . Let's extract sentences. "Strong decision-making skills, particularly in high-pressure situations, to make informed choices that benefit the team and organization." "Proven ERISA knowledge and understanding of retirement plan operations." "Ability to communicate a clear vision and direction for the team, fostering a sense of purpose and commitment." "Ability to inspire and motivate team members to achieve their best performance." "Proficiency with Microsoft Office software (Outlook, Microsoft Teams, Excel, Word, PowerPoint) and demonstrated ability to learn other applications as needed." "Strong ability to read, understand, and interpret a variety of written materials including retirement plans, policies, procedures, and technical documentation." "Skilled in composing routine reports, internal correspondence