Retirement Plan Administrator

We need to output HTML fragment with sections: About the role? The posting includes SUMMARY, Responsibilities, Participant Support And Education, Reporting, Communications, And Process Improvement, Professional Development And Special Projects, Required Qualifications, Preferred Qualifications, Education, Physical Requirements, Pay Range, etc. We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should not repeat job title as heading. We should not include Job ID etc. We should include sections only when posting has real specific content. We need to decide which sections to include. We have content for: - Summary (maybe "About the role"): The SUMMARY paragraph. - Responsibilities: multiple bullet points under "Responsibilities" heading. - Participant Support And Education: could be part of responsibilities but it's a separate heading; we could include as a subsection? 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? It says use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those standard headings. But we can still include other headings if they are meaningful? The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests those are examples, but we should use h3 for any section headings we include. Probably we should stick to those categories: About the role (summary), Responsibilities, Requirements (maybe combine Required Qualifications), Qualifications (maybe Preferred Qualifications), Skills (maybe from preferred qualifications), Benefits, Pay, Schedule. We have Schedule: "8am - 4:30pm" and Hours Per Week: 40. So we can include Schedule section. Pay: we have Pay Range $65,000 - $90,000. Benefits: not explicitly listed; there is no benefits description. So we should not include Benefits section. Requirements: we have Required Qualifications. Qualifications: we have Preferred Qualifications. Skills: we could extract from Preferred Qualifications: analytical/reporting skills, Excel, communication, etc. Could be a Skills section. But we must not create sections with filler like "not specified". So only include if we have real content. We have content for: - About the role (SUMMARY) - Responsibilities (list) - Requirements (Required Qualifications) - Qualifications (Preferred Qualifications) - Skills (maybe we can pull from Preferred Qualifications: Strong analytical and reporting skills, proficiency with Excel, ability to communicate complex concepts, experience supporting employee education, knowledge of plan types, attention to detail, experience with vendors, critical thinking, problem solving, customer service, written/verbal communication, proficiency with MS Office, confidentiality, multitasking, independent/team work, understanding of regulations). That's a lot; could be a Skills section. - Pay (Pay Range) - Schedule (Hours Per Week and 8am - 4:30pm) We should not include Education as separate if we already have Requirements/Education? The Required Qualifications includes Bachelor's Degree. Could be part of Requirements. We could keep Education as part of Requirements. Physical Requirements: we have details but not requested as a standard heading; maybe we could include under Requirements? But the instruction says use those headings; we could include a "Requirements" section that includes both qualifications and physical requirements. However they said "Requirements" heading likely for required qualifications. Physical requirements could be included there as a paragraph. We must not include boilerplate like EEO etc. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep the details. We need to format lists with

• for any list of duties/requirements/benefits. For prose, use

  . Thus:

  About the role

  Responsible for administration of Rochester Regional Health’s retirement programs, including defined benefit, defined contribution, and deferred compensation plans. Educates employees regarding retirement plan provisions, retirement savings opportunities, and the retirement process. Applies knowledge of plan provisions to support participant inquiries, retirement calculations, reporting, communications, and retirement program administration activities.

  Responsibilities

  • Administers retirement plans including determination of participant eligibility, vesting status, and retirement plan participation requirements.
  • Applies knowledge of plan provisions and pertinent ERISA, IRS, and DOL regulations.
  • Supports administration of defined contribution and deferred compensation plans through coordination with plan recordkeepers and service providers.
  • Reviews plan reporting, supports participant inquiries, and assists with resolution of plan administrative issues.
  • Prepares benefit estimates and final calculations in pension system.
  • Maintains data integrity of participant records to ensure accurate retirement benefits calculations.
  • Coordinates the retirement process for participants, including explanation of plan provisions and payment options, completion of appropriate paperwork, and payment of benefits.
  • Initiates payments with plan trustees; monitors trustee payment entry schedule, coordinates with trustee representatives to ensure accurate entry and timely benefit payments.
  • Conducts periodic audits and monitors for participants approaching normal retirement and Required Minimum Distribution age.
  • Prepares required participant notices; validates data and ensures timely distribution.
  • Reviews and validates retirement plan data, reports, and participant information to support accurate plan administration and regulatory compliance.
  • Serves as a liaison with retirement plan vendors, payroll, and internal stakeholders to address operational and administrative issues related to retirement programs.
  • Educates participants regarding plan eligibility, plan provisions and commencement options.
  • Discusses implications of early, normal, or late retirement benefit commencement.
  • Provides superior customer service by responding to participant inquiries and resolving issues.
  • Serves as resource for prospective, current, and former employees regarding defined contribution and deferred compensation plans, including plan features, employer contributions, enrollment, distributions, retirement planning resources, and available decision support tools.
  • Supports retirement savings education and engagement activities that promote financial wellness, retirement readiness, and understanding of retirement benefit programs.
  • Prepares reports and performs data validation activities related to retirement plan participation, contributions, distributions, and benefit calculations.
  • Analyzes retirement plan and participant service data to identify trends, support planning, and recommend improvements to participant experience and operational efficiency.
  • Assists with development and maintenance of retirement-related communications, educational materials, presentations, website content, and participant resources.
  • Collaborates with team members and makes recommendations for process improvement to streamline and maximize efficiency.
  • Participates in development and refinement of department procedures.
  • Stays abreast of regulatory developments pertaining to regulations impacting retirement plans.
  • Maintains professional growth and development through ongoing education, attendance at relevant seminars, and participation in professional organizations and committees.
  • Participates in Human Resources projects and initiatives as assigned.
  But note that some of these items are from sections like Participant Support And Education, Reporting, Communications, And Process Improvement, Professional Development And Special Projects. We combined all responsibilities into one list; that's okay. Now Requirements (Required Qualifications):

  Requirements

  • Bachelor's Degree in Human Resources, Business, Finance, or other related discipline or equivalent relevant experience.
  • 2+ years of retirement plan administration experience including defined benefit, defined contribution, and/or deferred compensation plans.
  We could also include physical requirements as a paragraph under Requirements? But maybe better to add a separate section? Not in list of standard headings. Could add a

  after the list describing physical requirements. Physical Requirements: "Sedentary - Sedentary roles are primarily office-based and require prolonged sitting (67–100% of the workday) with minimal physical effort and lifting limited to under 10 lbs. Fine motor skills are necessary for computer work, writing, and telephone use, supported by clear visual and auditory ability. Cognitive and emotional demands are high due to extended concentration, frequent interruptions, independent decision-making, and information processing. Although physical exposure is low, administrative areas within healthcare environments may occasionally involve contact with infectious agents. Some roles may require flexible hours, TB screening, or a valid driver’s license. For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements. Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations." We should keep that as a

  under Requirements maybe. Now Qualifications (Preferred Qualifications):

  Qualifications

  • Strong analytical and reporting skills, including proficiency with Excel and data analysis.
  • Ability to communicate complex retirement concepts in a clear and understandable manner.
  • Experience supporting employee education, communications, or participant engagement activities.
  • Knowledge of defined benefit, defined contribution, and deferred compensation plans, including retirement savings concepts and retirement plan administration practices.
  • Attention to detail and ability to understand and retain complex plan rules.
  • Experience working with retirement plan vendors, recordkeepers, trustees, or third-party service providers.
  • Demonstrated critical thinking and problem solving skills.
  • Exceptional customer service skills.
  • Excellent written and verbal communication skills.
  • High level of proficiency with Microsoft Office (Excel, Word, PowerPoint)
  • Ability to maintain confidentiality and appropriate handling of sensitive information with tact and discretion
  • Ability to multi-task and manage time to meet deadlines
  • Ability to work independently and collaboratively within a team environment.
  • Thorough understanding of retirement regulations, e.g., DOL, ERISA, IRS, etc
  Now Skills: Could we separate skills from qualifications? The instruction gave Skills as a possible heading. We could pull out skills from Preferred Qualifications: analytical/reporting, Excel, communication, etc. But we already have Qualifications covering many. Might be redundant. Better to follow instruction: Use headings like Skills for skills. But we already used Qualifications for preferred qualifications. Could we treat Qualifications as both required and preferred? But we already have Requirements for required. So Qualifications for preferred is okay. Then Skills maybe we can extract a subset: "Strong analytical and reporting skills, proficiency with Excel, ability to communicate complex concepts, experience supporting employee education, attention to detail, experience with vendors, critical thinking, problem solving, customer service, written/verbal communication, MS Office proficiency, confidentiality, multitasking, independent/team work, understanding of regulations." That's basically same as qualifications. Might be duplication. Perhaps better to not include Skills section to avoid thin content. The instruction: "Prefer a few substantive sections over many thin ones." So we can omit Skills if it's too similar to Qualifications. We'll keep Qualifications. Now Pay:

  Pay

  $65,000.00 - $90,000.00

  But we should keep the description: "The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts." That's substantive; we should include as prose. Thus:

  Pay

  The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts. The range is $