Looking for reliable salary data for Retirement Plan TPA Roles?
You’re in the right place.
If you’re hiring for a TPA firm or considering a career in retirement plan administration, you know how hard it can be to find solid salary data. This guide breaks down what people are actually earning across every major role—from the plan administrators handling day-to-day compliance work to the actuaries running complex DB valuations, and everyone in between.
We’ve compiled accurate salary ranges from trusted industry sources and our own direct placement experience to reflect compensation across technical, client-facing, and support roles. This analysis draws on data from Becker’s Hospital Review, HFMA, NAHRI, the U.S. Bureau of Labor Statistics (BLS), Salary.com, ZipRecruiter, Glassdoor, PayScale, ProjectPro, and specialized healthcare compensation surveys from SullivanCotter and other industry analysts. Whether you’re budgeting for your next hire or assessing your own compensation, you’ll find clear, reliable numbers.
Retirement Plan Administration Roles
DC Plan Administrator – Handles day-to-day administration of 401(k) plans including recordkeeping, compliance testing, and plan sponsor support.
DB Plan Administrator – Administers traditional pension plans, working with actuaries to calculate benefits and ensure compliance with complex DB regulations.
Combo Plan (DB/DC) Administrator – Manages both defined benefit and defined contribution plan components for clients.
403(b) Plan Administrator/Manager – Oversees administration of 403(b) retirement plans for non-profit organizations and educational institutions.
ERISA 3(16) Plan Administrator – Serves as the named plan fiduciary for administrative duties, taking on legal responsibility for administrative functions.
Plan Administration Team Lead and Managers – Supervises plan administrators, reviews complex cases, ensures quality control, and serves as escalation point.
Manager/Director of Plan Administration – Oversees entire plan administration department, managing staff and ensuring service quality
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| DC Plan Administrator | $75,000 | $96,000 | $85,000 |
| DB Plan Administrator | $72,150 | $96,500 | $83,500 |
| Combo DB/DC Administrator | $73,250 | $97,000 | $84,500 |
| 403(b) Plan Administrator | $70,125 | $96,250 | $83,500 |
| 3(16) Administrator | $70,750 | $94,750 | $84,750 |
| Plan Admin Team Lead and Managers | $110,000 | $149,000 | $124,000 |
| Manager/Director of Plan Administration | $141,000 | $231,000 | $179,000 |
Salary Trends: Plan administrator compensation is expected to remain stable with modest growth driven by steady demand for credentialed professionals and increasing regulatory complexity. Compensation growth will favor professionals who combine traditional administration expertise with technology proficiency and credentials like QKA, QPA, or ERPA, with team leads and managers approaching or exceeding six figures.
Relationship Management Roles
Relationship Manager (Client Manager) – Serves as primary liaison between TPA firm and plan sponsor clients, managing ongoing relationships and coordinating service delivery.
Team Lead, Relationship Management – Mentors other relationship managers while managing key client relationships and serving as escalation point.
Manager, Relationship Management/Client Services – Directs entire client services function, overseeing all relationship managers and developing client retention strategies.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Relationship Manager | $85,000 | $120,000 | $101,500 |
| Team Lead, Relationship Mgmt | $105,000 | $135,000 | $120,750 |
| Manager/Director, Client Services | $178,000 | $226,000 | $202,000 |
Salary Trends: Relationship manager compensation shows steady growth prospects, reflecting increasing emphasis on client retention and consultative services. The industry shift toward fee transparency and heightened fiduciary scrutiny has elevated compensation for relationship managers who can clearly communicate value, with senior roles handling complex client portfolios commanding premium compensation approaching or exceeding six figures.
Actuarial Roles
Actuary (Enrolled Actuary) – Performs actuarial valuations for defined benefit plans, calculating funding requirements and preparing actuarial certifications. Must hold Enrolled Actuary (EA) credential.
Actuary Director / Chief Actuary – Leads actuarial services department, overseeing all pension valuations and managing actuarial staff as senior technical expert.
Note: Actuaries often receive bonuses tied to client billings or firm profit. The low/high may represent base salary; total compensation can be higher when including incentives.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Enrolled Actuary (EA) | $92,000 | $164,000 | $130,000 |
| Actuary Director / Chief Actuary | $130,000 | $226,000 | $174,830 |
Salary Trends: Actuarial compensation demonstrates robust growth driven by credential scarcity and technical expertise requirements. Employment is projected to grow 22% from 2024 to 2034. The persistent shortage of credentialed pension actuaries creates strong negotiating leverage, with firms offering exam support, credential bonuses, and flexible arrangements to attract talent.
Compliance Roles
Compliance Manager – Oversees all plan compliance activities including nondiscrimination testing, Form 5500 preparation, and ensuring adherence to IRS and DOL regulations.
Compliance Analyst / Testing Specialist – Performs technical compliance testing calculations, prepares governmental reports, and monitors plan limits
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Compliance Manager | $80,000 | $105,000 | $95,000 |
| Senior Compliance Analyst | $96,000 | $156,000 | $121,000 |
| Compliance Analyst (Junior–Mid) | $70,000 | $115,000 | $89,000 |
Salary Trends: Compliance compensation reflects strong market demand amid persistent talent shortages. Chief compliance officers saw salary increases averaging 2.7% in 2025, though 80% report their performance is constrained by inadequate resources or staffing. Demand for compliance officers stems from the need for businesses and government agencies to comply with various laws and regulations, with about 33,300 openings projected each year. Professionals with specialized credentials and technical expertise in regulatory testing, reporting, and documentation continue to see strong advancement opportunities. More than half of CCOs (56%) said they were open to changing jobs, with compensation cited as a primary motivation, reflecting the competitive market for experienced compliance talent as regulatory complexity continues to expand across industries.
Operations and Support Roles
Operations Manager – Oversees day-to-day operational processes including transaction processing, trust accounting, and workflow management.
Intake & Termination Specialist – Manages onboarding process for new retirement plans and coordinates plan terminations.
Distribution and Loan Specialist – Processes participant distributions, loans, and required minimum distributions ensuring compliance.
Document Specialist – Prepares and maintains plan documents, amendments, and summary plan descriptions.
Team Lead/Supervisor in Operations – Oversees specialized operations team providing training, quality review, and workflow management.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Operations Manager | $31,000 | $108,500 | $63,000 |
| Intake / Termination Specialist | $33,000 | $63,000 | $48,000 |
| Distribution & Loan Specialist | $61,000 | $99,000 | $77,500 |
| Document Specialist | $32,000 | $90,000 | $54,000 |
| Operations Team Lead | $68,000 | $117,000 | $88,000 |
Salary Trends: Operations and support role compensation remains relatively stable with modest growth, balancing essential service delivery with increasing automation. Technology is playing an increasingly important role, with professionals developing proficiency in workflow automation positioning themselves for stronger compensation as roles transform from transactional to analytical and problem-solving focused.
Marketing Roles
Head of Marketing / Marketing Director – Develops and executes comprehensive marketing strategies to promote TPA services including digital marketing and brand positioning.
Marketing Coordinator – Supports marketing initiatives including social media management, email campaigns, and event coordination.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Head of Marketing / Marketing Director | $34,000 | $161,000 | $104,000 |
| Marketing Coordinator | $53,000 | $84,000 | $66,000 |
Salary Trends: Marketing compensation shows modest growth with emphasis on digital proficiency and advisor relationship development. Market dynamics favor professionals who understand retirement industry landscape and can generate qualified leads through advisor channels, with shift toward digital marketing elevating importance of content creation and SEO.
Human Resources Roles
Director of Human Resources – Leads all HR functions including talent acquisition, employee relations, and compensation administration.
Human Resources Manager – Manages day-to-day HR operations including recruiting, onboarding, and benefits administration.
Human Resources Generalist – Handles broad range of HR responsibilities for small to mid-sized TPA firms.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Director of HR | $69,000 | $273,000 | $109,000 |
| HR Manager | $57,000 | $127,000 | $85,000 |
| HR Generalist | $50,000 | $89,000 | $67,000 |
Salary Trends: HR compensation follows broader market trends with steady growth expected for strategic roles. The retirement industry’s demographic challenges place premium value on HR leaders who can develop effective recruiting strategies and build university partnerships. Expect modest but steady growth, with strongest increases for directors and managers who demonstrate measurable impact on retention and recruitment efficiency.
Administrative Support Roles
Executive Assistant – Provides high-level administrative support to senior executives including calendar management, meeting coordination, and confidential document preparation.
Administrative Assistant – Performs general office support duties including filing, data entry, correspondence, and scheduling.
Front Desk / Receptionist – Serves as first point of contact for visitors and callers, greeting guests and handling basic office support tasks.
| Role | Base Salary Low | Base Salary High | Average Salary |
|---|---|---|---|
| Executive Assistant | $69,000 | $106,000 | $85,000 |
| Administrative Assistant | $42,000 | $63,000 | $51,000 |
| Front Desk / Receptionist | $35,000 | $40,000 | $37,500 |
Salary Trends: Administrative support compensation remains relatively stable with modest growth as these roles provide essential support while facing automation pressures. TPAs increasingly value administrative staff who develop specialized retirement business knowledge. Overall, expect steady but modest salary growth generally tracking inflation, with executive assistants seeing slightly stronger growth due to their strategic support function.