Retirement Compliance Officer

About the Role

The Sonoma County Employees' Retirement Association (SCERA) is a small office that values customer service, collaboration, professionalism, consistency, proactive planning, flexibility, and innovative problem-solving. We are committed to creating a diverse, equitable, and inclusive workplace where individuals from all backgrounds are welcomed, supported, and empowered to reach their full potential.

Reporting directly to the Assistant Chief Executive Officer/Chief Legal Counsel, the Retirement Compliance Officer serves as a member of SCERA's management team and participates in manager meetings and organizational strategic planning. In this role, you will act in a lead and technical advisory capacity on compliance matters across all SCERA divisions. Working closely with division managers and staff, you will identify risks, evaluate controls, develop policies and procedures, implement mitigation measures, and provide compliance education. In addition to department staff and the Retirement Board, you may interact with participating employers, affiliated organizations, vendors, regulatory agencies, outside professionals, members, and other stakeholders on compliance matters. In addition, you may need to provide direction to and/or supervise subordinate staff if assigned.

Responsibilities

• Establishing, administering, and continuously improving SCERA's organization-wide compliance program, including the compliance charter, program goals and priorities, policies and procedures, compliance calendar, and supporting systems
• Designing and conducting SCERA's annual comprehensive risk assessment in collaboration with division managers and staff; identify, evaluate, and prioritize operational, fiscal, legal, regulatory, and program risks
• Conducting scheduled and targeted compliance reviews, monitoring, and internal control testing to evaluate compliance and determine whether controls are appropriately designed and operating effectively
• Monitoring and researching laws, regulations, Board policies, procedures, fiduciary requirements, and emerging compliance standards affecting SCERA; assess their impact and recommend necessary updates to policies, procedures, controls, or practices
• Developing recommendations to address identified risks or deficiencies; collaborating with management on corrective and mitigating actions, tracking remediation, and follow up on implementation
• Preparing and presenting compliance evaluations, findings, recommendations, status reports, and risk assessment results to management, the Audit Committee, and/or Board of Retirement
• Developing and delivering compliance education, orientation, and training for SCERA staff and the Board
• Receiving, reviewing, investigating, and documenting reports or complaints involving potential non-compliance, fraud, abuse, or other compliance concerns and recommend appropriate responses
• Serving as SCERA's technical advisor and organizational lead on compliance matters and participating in management meetings, strategic planning, and external committees or meetings as appropriate
• Working as a partner with management and staff to accomplish goals

Benefits

• Salary Advancement – A salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range
• Paid Time Off – Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year
• Staff Development/Wellness – Annual benefit allowances of up to $2,000 and ongoing education/training opportunities
• County Paid Health Premium Contributions – 100% premium contribution for the majority of employee-only and employee + family health plan options
• Post-Retirement Health Reimbursement Arrangement – County contributions to help fund post-retirement health insurance/benefits
• Retirement – A pension fully integrated with Social Security
• Incentive Retirement Savings Plan (IRSP) and 457 Voluntary Deferred Compensation – 3% of salary County contribution to a 401(a) plan, in addition to the County matching up to 1% of base salary in a 401(a) plan, based upon employee contribution
• Paid Parental Leave – May be eligible for up to 8 weeks (320 hours) after 12 months of County employment
• Hybrid Telework – Partial telework may be available upon the completion of probation based on the needs of the department
• Additional Benefits: Excellent dental, vision, disability, life insurance, employee assistance program, professional development, and more
• Student Loan Debt Relief – County employees may be eligible for Public Service Loan Forgiveness through the U.S. Department of Education

Pay

Salary: $130,173.67 – $158,224.57 Annually