Total Rewards Manager (Retirement)

Join the HJF Team!

HJF is seeking a Total Rewards Manager (Retirement) who is primarily responsible for managing the day-to-day operations, administration, and compliance activities for HJF's retirement plans. The position serves as HJF's lead resource for retirement plan administration, compliance, vendor management, participant education, and retirement analytics. As an integral member of the Total Rewards team, this role supports employee understanding and engagement with retirement and financial wellness programs through effective communication, problem-solving, customer service, and data analysis.

This position will be in support of the Total Rewards Department within Human Resources.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

• Lead the administration and ongoing operation of HJF's retirement plans, serving as the functional lead for retirement plan administration, compliance, vendor management, and operational support. Manage relationships with retirement vendors and service providers, including monitoring service delivery, evaluating vendor performance, and coordinating issue resolution; monitor employee eligibility, enrollment, contribution elections, plan participation, participant transactions, and escalations to ensure administration is consistent with plan provisions; partner with Payroll and HRIS teams to ensure accurate retirement plan deductions, contribution processing, eligibility administration, and data integrations; monitor plan operations and utilization trends; identify opportunities to improve retirement plan processes, participant experience, operational efficiency, and internal controls; and recommend operational improvements and program enhancements based on participant needs and industry best practices.
• Coordinate retirement plan compliance and operational activities. Manage annual audits, compliance testing, regulatory filings, and required participant notices; review and maintain retirement plan documents, summary plan descriptions, administrative procedures, and related materials, including procedures and controls that support accurate plan administration and data integrity, to help ensure operational practices align with plan provisions and applicable regulations; identify operational and compliance issues affecting retirement plan administration and coordinate appropriate corrective actions with internal stakeholders, service providers, auditors, consultants, and legal counsel, as applicable; and ensure retirement plan administration complies with applicable federal regulations and organizational policies.
• Coordinate retirement education and communication activities to promote employee understanding, participation, and retirement readiness. Partner with retirement plan service providers, advisors, and internal stakeholders to facilitate educational campaigns, workshops, webinars, and participant resources; respond to employee inquiries; support communication efforts; and promote awareness and utilization of available retirement programs and services.
• Analyze retirement plan participation, contribution trends, utilization metrics, and retirement readiness data. Develop reports, dashboards, and presentations to support decision-making, identify opportunities for improvement, and provide recommendations regarding participant engagement and program effectiveness.
• Support Total Rewards initiatives, projects, and operational activities as needed.

Supervisory Responsibilities

• Assigned Lead: May recommend the following: employee hiring, disciplinary action, and starting salaries; provide input on employee performance evaluations.

Education and Experience

• Bachelor's Degree required in Business Administration, Human Resources Management, Finance, Accounting, Business, or related field.
• Minimum of 6-8 years of experience required.

Required Knowledge, Skills, and Abilities

• Comprehensive knowledge of retirement plan administration, including defined contribution and deferred compensation plans. Knowledge of applicable laws and regulations governing retirement programs, including ERISA, Internal Revenue Code requirements, and Department of Labor regulations. Experience supporting retirement plan administration, governance activities, audits, compliance testing, regulatory reporting, vendor management, and correction activities.
• Experience administering employer-sponsored retirement plans, preferably within a nonprofit environment and including defined contribution and deferred compensation plans.
• Strong analytical and problem-solving skills with the ability to interpret plan data, identify trends, and develop actionable recommendations. Ability to communicate complex retirement concepts clearly and effectively to employees at all levels of the organization. Strong organizational, project management, and customer service skills with the ability to manage multiple priorities and deadlines simultaneously.
• Experience working with HRIS, payroll, and retirement administration systems, including system implementations, data integrations, testing, troubleshooting, audit support, and correction activities. Advanced proficiency in Microsoft Excel with demonstrated experience analyzing and reconciling large payroll, HRIS, and retirement plan datasets; identifying and resolving discrepancies affecting retirement plan eligibility, contributions, and participant data; supporting audits and compliance testing; and utilizing formulas, pivot tables, and other data analysis tools to produce accurate reporting and recommendations.
• Proficiency with HRIS, payroll, retirement administration platforms, reporting tools, and Microsoft Office applications. Ability to handle highly confidential information with discretion and sound judgment. Demonstrated ability to build effective relationships with employees, leadership, vendors, consultants, auditors, legal counsel, and other stakeholders. Excellent verbal, written, and interpersonal communication skills.

Licenses and Certifications (preferred)

• Certified Employee Benefit Specialist (CEBS).
• Retirement Plans Associate (RPA).
• Qualified 401(k) Administrator (QKA).
• SHRM-CP, SHRM-SCP, PHR, or SPHR.

Work Environment

• This position will take place primarily in an office setting.

Compensation

• The annual salary range for this position is $105,800-$150,000. Actual salary will be determined based on experience, education, etc.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c).

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.