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HR Assistant / HR Coordinator ( Retirement) Provide guidance to internal/external customers and stakeholders regarding SSC retirement processes and services. Maintain knowledge of HR services and answer or appropriately route employee inquiries pertaining to the Retirement offerings and systems including Benefit Connect, My HR Service retirement cases, and Retire Online (ROL.
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We work tirelessly every day to ensure each child in NYC has access to a fun, rigorous, whole-child education regardless of zip code or economic status.
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Participates in training sessions and continues self-study modules to become a Senior Retirement Plan Sales Representative. Presents all retirement plan and flexible spending account products and services of Paychex to final decision makers and end users within the prospect universe for the purpose of closing new sales.
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o Sponsorship as well as coaching to obtain the licensing required for hire
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Equitable Advisors is currently seeking to onboard a new Retirement Benefits Group (RBG) Financial Professional. Ability to specialize in numerous areas from being a Certified Financial Planner, to a junior or senior partner in a firm model, to employee and executive benefits and other specialized areas of focus.
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FuturePlan is the nation's largest third-party administrator (TPA) of retirement plans, partnering with advisors in all 50 states. 5 years of prior ERISA experience in the retirement industry preferred.
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WTW's Retirement business is a leading provider of retirement consulting and actuarial services, helping organizations develop retirement programs that meet their workforce needs and financial management strategies to deal with the impact of a wide range of uncertain future economic scenarios.
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Retirement Plan Consultant – Remote or in Denver, CO. The Retirement Plan Consultant plays a key role in advising clients on the compliance, design, and administration of their retirement plans.
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We recognize the value of a work-life balance and provide a liberal flex-time policy, comprehensive benefits package, and retirement plan. Minimum 5 years of defined contribution retirement plan experience.
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Significant experience performing and managing a variety of actuarial projects including annual valuations, plan design, compliance, and risk and financial management for all types of retirement plans including defined benefit, defined contribution and retiree welfare plans.
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Responsible for accurate and precise reconcilement of biweekly retirement plan contributions from payroll to investment carrier/third party defined contribution record-keeper and notification of funding to Finance, determining employee plan eligibility and forwarding notification to record-keeper.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.