DC Implementation Associate

BASIC FUNCTION

The Defined Contribution Implementation Associate executes all technical aspects of the conversion and deconversion process for Milliman's Defined Contribution recordkeeping clients. The Associate performs data analysis and management, special processing and other projects to support conversions and recordkeeping. The Associate will perform fund changes, plan specification changes, and provide systems and other technical support to the daily operations team as needed.

The Associate will interact with other Milliman teams with a moderate amount of client interaction. Also partners with the Implementation Project Manager, who is responsible for all conversion/deconversion activity, and is under general supervision of the Senior DC Implementation Consultant. A limited amount of travel can be anticipated.

JOB RESPONSIBILITIES

• Analyze, convert and reconcile data for plan conversions/deconversions and develop payroll data feed layouts for periodic payroll loads.
• Communicate with clients, prior recordkeepers and successor recordkeepers, regarding data layouts and conversion data.
• Code and test approved plan specifications using FIS's Omni DC recordkeeping platform.
• Execute the necessary asset transfer activity required for plan conversions/deconversions.
• Coordinate setup of voice response systems, including requesting messages, modifying transaction confirmation templates and transaction confirmation testing.
• Provide post-conversion training for the ongoing administration team, call center and plan sponsor as needed.
• Provide ongoing support of operational administration clients for needed specification changes, data maintenance, reporting and technical processing.
• Monitor progress for all assigned projects and update the appropriate project management tool(s) on a proactive and timely basis.
• Document processes, problems and timelines for mergers/conversions /spinoffs.
• Act as a liaison between business and technology teams, responsible for system defect submissions and correction confirmation. Perform testing for all system enhancement and service releases.
• Assist with the development and/or review of Omni system enhancement requests.
• Identify, analyze and assist in executing improvements for any daily administrative processes and procedures.
• Ensure final work products are of high quality, provided in a timely fashion and adhere to internal implementation guidelines, plan descriptions and sample calculations.

JOB REQUIREMENTS

• FIS Omni Admin DC/Omni systems experience required.
• Minimum of 5 years' experience with OmniScript and/or custom system programming using textfiles required.
• Experience extracting data and reporting from Omni systems required.
• Experience with additional FIS systems preferred: EXP/Power Image, OmniPay, OmniManager and/or OmniStation.
• Bachelor's degree in Mathematics, Statistics, Computer Science, Finance or other analytical field preferred.
• Demonstrated knowledge of applicable 401(k) regulatory environment; IRC and ERISA provisions, including associated regulations.
• Background that includes nonqualified and/or Defined Benefits plans a plus.
• Ability to read and understand plan document language and provisions required.
• Strong organizational skills, with the ability to track multiple tasks and issues, set goals and prioritize tasks in a fast paced environment.
• Strong verbal and written communication skills.
• Strong analytical and mathematical skills, with an emphasis on the details.
• Ability to solve problems efficiently while being innovative and creative.
• Ability to work in a team environment and individually.
• Data analysis experience using Microsoft Excel, Microsoft Access, SQL or other database management programs required.
• Knowledge/experience in programming/coding with a high level language, such as COBOL, Pascal or Visual Basic, preferred.
• Qualified Pension Administrator (QKA) or Qualified Pension Administrator (QPA) designation from the American Society of Pension Professionals & Actuaries (ASPPA) preferred.

COMPENSATION

A competitive base salary, plus a performance-based incentives bonus tied to the overall business performance. The firm offers an outstanding and comprehensive benefits package.

ABOUT MILLIMAN

Milliman employs more than 3,300 people working in employee benefits, healthcare, life insurance/financial services, and property and casualty insurance. For more than 60 years, the firm has quietly earned a reputation for exceptional services, innovation and quality. Today Milliman is one of the nation's most highly regarded providers of retirement plan services to the full spectrum of business, financial, government and union organizations.

HIRING PRACTICES

Our company, with the full support of our Chief Executive Officer, is fully committed to the maximum utilization of all human resources and the goals of Equal Employment Opportunity and Affirmative Action. We recruit, hire, train, and promote, and consider qualified applicants for employment, in all job titles without regard to age, ancestry, citizenship status, color, creed, familial status, genetic information, marital status, national origin, political ideology, race, religion, sex, sexual orientation, gender identity, status as an individual with a disability, or veteran status, including qualified disabled veterans, Armed Forces service medal veterans, recently separated veterans, and active duty wartime or campaign badge veterans; and shall not discriminate against any individual, or any other characteristic protected by law. Should you have a disability that requires assistance and/or reasonable accommodation with the job application process, please contact the HR department.

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)