We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally. There’s no one like you and that’s why there’s nowhere like RSM.

The Benefits Supervisor – Retirement Plans oversees the annual schedule, vendor commitments, and delivery of assigned retirement programs across the Americas. The Supervisor uses retirement-plan expertise and judgment to coordinate compliance activities, plan audits, escalated participant issues, and program changes. The role works with the Associate Director, Retirement Plans Committee, internal teams, recordkeepers, consultants, and counsel to maintain plan procedures and controls and prepare reports for leadership decisions. The Supervisor recommends improvements and brings significant plan, financial, governance, and compliance issues to the appropriate decision makers.

Essential Responsibilities

• Retirement program delivery and work oversight — 25%: Maintain integrated work plans for assigned plans, defining milestones, responsibilities, dependencies, and evidence requirements. Review vendor and internal deliverables for completeness and accuracy. Provide technical guidance, training, and work direction to assigned support resources, and coordinate implementation of approved changes.
• Compliance, audit, and controls coordination — 25%: Maintain the retirement compliance calendar with consultants and counsel, including annual Form 5500 filings and nondiscrimination testing where applicable. Coordinate external plan audits, data requests, reconciliations, required disclosures, and supporting documentation. Track issues through approved remediation and escalate potential failures promptly; coordinate monitoring of regulatory changes with advisors.
• Vendor oversight and escalated participant service — 20%: Lead routine operating reviews with recordkeepers and other providers, monitor agreed service measures, and oversee issue resolution. Partner with Talent Operations, Payroll, and Finance to investigate data or processing discrepancies and strengthen handoffs. Resolve escalated participant matters within plan provisions and delegated authority, seeking counsel or leadership review when needed.
• Committee and governance support — 10%: Coordinate committee materials, vendor reporting, meeting logistics, decision records, and follow-up actions. Review plan administration issues and recommended actions with the Associate Director and established governance. Maintain clear records without assuming committee fiduciary or approval authority.
• Analysis, projects, and integration — 10%: Analyze participation, service, cost, and plan operating information to identify improvement opportunities. Develop implementation recommendations and coordinate assigned acquisition diligence or integration work with advisors and internal partners.
• Education and stakeholder partnership — 10%: Partner with Communications, vendors, and HR stakeholders on retirement education and plain-language resources to further emphasize financial wellbeing. Provide updated operational guidance to service teams and represent the retirement workstream in cross-functional meetings when delegated.

Decision Rights and Working Relationships

• Independently manage approved work plans, routine vendor follow-up, documentation, and operating issue resolution within plan terms and delegated authority.
• Recommend process, service, control, and plan improvements; escalate interpretation disputes, potential compliance failures, funding or financial concerns, and material participant-impact issues.
• Plan amendments, discretionary exceptions, investment decisions, fiduciary determinations, and financial commitments remain with authorized leaders, committees, or other designated stakeholders. The role does not independently bind the firm or provide legal advice.
• Talent Operations retains routine administration under agreed responsibilities; the COE role oversees program delivery, governance support, and escalations.

Minimum Qualifications

• Bachelor’s degree required.
• At least five years of relevant retirement-benefits experience, including demonstrated oversight of a substantial program, audit cycle, or cross-functional implementation.
• GBA/CEBS certification preferred.
• Working knowledge of ERISA, retirement-plan rules, applicable legislative changes, annual filings, nondiscrimination testing, and plan audit processes; ability to coordinate jurisdiction-specific requirements with counsel and advisors.
• Demonstrated experience in vendor oversight, data reconciliation, operating controls, confidential participant information, and complex issue coordination.
• Strong analytical, project-planning, documentation, and communication skills; ability to guide others’ work without requiring prior formal people-management experience.

Preferred Qualifications

• Experience with multiple plan types, including defined contribution and cash balance arrangements, and Canadian RRSP programs.
• Experience supporting a retirement committee, merger & acquisition integration, and payroll/recordkeeper data interfaces.

Proposed Success Measures

• Required filings, testing, audits, and disclosures completed by applicable deadlines, supported by documented ownership and evidence.
• Data discrepancies and audit issues tracked through resolution within agreed timelines, with recurring causes addressed.
• Vendor service levels and escalated-case aging meet agreed standards or have documented remediation plans.
• Committee materials and follow-up actions delivered on schedule; approved changes implemented with documented readiness checks.

At RSM, we offer a competitive benefits and compensation package for all our people. Learn more about our total rewards at https://rsmus.com/careers/working-at-rsm/benefits.

We believe flexibility and in-person connection both play an important role in how we work and grow. Most roles at RSM follow a hybrid workstyle, which means team members are aligned to an RSM office and come together in person when it best supports clients, teams, development or relationship-building. Some roles may be virtual or primarily on-site based on role requirements, team priorities and client needs.

All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. 

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at 800-274-3978 or send us an email at [email protected].

RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate.

RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information.

At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.