Plan Implementation and Transitions Coordinator/Manager
Job Description
The Plan Implementation and Transitions Coordinator (or Manager) are roles within the Institutional Retirement Sales and Marketing team of or client. Both roles report to the CRO of the firm and are primarily responsible for the onboarding of new clients. This includes managing the initial paperwork as well as paperwork and procedures of all vendors we work with. This role will also be a liaison to the compliance area for ongoing service once plans are up and running. It requires coordination between the IPG selling units and service team(s), with outside recordkeepers/custodians and Advisor Partners from both our internal RIA firm and externally . They will coordinate and participate in late-stage sales calls or early-stage onboarding calls and ensure that the company CRM is updated accordingly and comprehensively for seamless handoff of new business to our Compliance and Service teams. If the firm grows and this area needs further staff, there may be a managerial component of junior staffers required. The types of cases this person will be onboarding may vary from TPA only to Advisory Only or both and could be either or both Defined Contribution plans or Defined Benefit plans.
Earnings
$55,000-$80,000 salary
Location - In Office
Job Type
Requirements
- Must be comfortable with a variety of plan designs SEPs, DB/DC Combo-Cash Balance, 401ks etc
- Must be comfortable with Zoom calls/Teams meeting as well as consistent/timely interaction and communication with new clients understanding that their onboarding experience is critical for continued growth and development.
- Minimum of 2 years of onboarding, plan implementation/transition experience from an unbundled TPA or bundled recordkeeper with plan document experience (required); FtWilliam document experience preferred or similar software platform (required)
Compensation Structure
- The compensation structure for these roles will have three primary components: a base salary, benefits, and eligibility for the sales incentive plan. The base salary will be paid on bi-weekly basis, while the sales incentive will be determined and paid at least annually but may be more frequent. The criteria for the sales incentive plan will be determined and communicated at the beginning of each calendar year.