Protect Your Business. Empower Your Workforce. Improve Outcomes
You view your company’s retirement plan as a critical tool for talent retention and employee well-being. But without rigorous oversight, it can become a liability—draining your time, carrying hidden risks, and failing to deliver the outcomes your people deserve.
We bridge the gap between corporate responsibility and fiduciary oversight. By treating your retirement plan as a strategic business asset rather than an administrative obligation, we help you build a culture of financial confidence while helping to minimize your firm’s exposure to regulatory complexity.
The Fiduciary Standard: Moving from Oversight to Insight
You didn’t start a business to become a retirement plan expert. That is our role.
As an independent fiduciary partner, we do not just "manage" your plan; we unburden your leadership team. We replace ambiguity with documented process and reactive fixes with proactive governance.
Acting as your ERISA 3(21) or 3(38) Fiduciary, we stand on the same side of the table as you, sharing in the accountability for investment decisions. This alignment allows your C-Suite and HR Directors to focus on core business objectives, knowing that a disciplined framework is operating in the background to mitigate fiduciary risk and drive operational efficiency.
Core Capabilities
Fiduciary Governance & Risk Mitigation
Fiduciary Support & Process Rigor
We implement a standardized governance framework designed to support your Investment Committee. By documenting every decision and formalizing oversight, we help reduce your firm's exposure to regulatory scrutiny and litigation exposure, transforming fiduciary anxiety into procedural confidence.
Strategic Plan Design & Optimization
Talent Retention & Workforce Readiness
A generic 401(k) helps no one. We deploy advanced plan design strategies—including auto-features, targeted re-enrollments, and optimized match structures—to turn your plan into a powerful recruitment and retention engine. We align plan metrics with your broader HR goals to help align your benefit dollars with the goal of driving measurable workforce outcomes.
Institutional Investment Architecture
Cost Efficiency & Performance Quality
We bring an institutional lens to your investment menu. Through rigorous due diligence and fee benchmarking, we curate a lineup of Institutional-caliber, cost-efficient funds. Whether evaluating Target Date Funds or managed accounts, our process balances diversification with performance to support long-term participant growth.
Employee Education & Financial Wellness
Reduced Financial Stress & Increased Focus
Financial stress kills productivity. We counter this with a turnkey, multi-channel education suite designed to engage employees on their terms. From live workshops and a custom-branded on-demand learning hub, we help your team tackle debt, emergency savings, and retirement planning—supporting a more focused, engaged workforce.
Vendor Management & Fee Transparency
Accountability & Cost Control
We act as your advocate in the marketplace. By conducting fee benchmarking and service provider analysis, we seek to align costs with value across your recordkeeping and administration relationships. We handle the complexities of vendor coordination and negotiation, turning our marketplace insights into actionable improvements that hold your partners accountable.
Executive Wealth & Deferred Compensation
Leadership Continuity
Your top talent faces unique tax and savings limitations within a standard qualified plan. With Non-Qualified Deferred Compensation (NQDC) and executive wealth strategies that bridge the gap, helping you retain the key decision-makers who drive your business forward.
Start the conversation
Is your plan working for your business, or are you working for your plan?
Let us help you assess the health of your current retirement strategy. Request a consultative Fiduciary Review to identify gaps in compliance, fee efficiency, and employee engagement.
FAQs - Frequently asked Questions - Retirement Plan Services
What is the 401(k) employee contribution limit for 2026?
For 2026, employees can contribute up to $24,500 to their 401(k) plan — a $1,000 increase from the 2025 limit. Employees aged 50–59 or 64 and older can add an $8,000 catch-up contribution. Those ages 60–63 qualify for an enhanced "super catch-up" of $11,250 under SECURE 2.0. Figures reflect IRS limits for the 2026 plan year — confirm current figures at IRS.gov.
Does the new SECURE 2.0 rule require my high-earning employees to make Roth catch-up contributions in 2026?
Yes. Effective January 1, 2026, employees age 50 or older who earned more than $150,000 in FICA wages from your company in 2025 must now make all catch-up contributions on an after-tax Roth basis — pre-tax catch-up contributions are no longer permitted for this group. Plan sponsors should work with their ERISA counsel and recordkeeper to confirm plan document and payroll system compliance.
Does SECURE 2.0 require my business to automatically enroll employees in our 401(k)?
Yes, if your 401(k) or 403(b) plan was established after December 29, 2022, SECURE 2.0 requires automatic enrollment starting at a minimum 3% contribution rate, with automatic annual escalation up to at least 10%. Certain exemptions may apply — consult your plan document and ERISA counsel to confirm whether your plan qualifies. Plans that do not comply may face IRS correction requirements, making proactive plan design review the best risk management.
How do I know if my company's 401(k) plan fees are too high?
The Department of Labor requires that plan fees be "reasonable" relative to the services provided. Larger plan assets generally create leverage for fee negotiation with recordkeepers — a benchmarking analysis will show what comparable plans are currently paying. A review of your total plan costs, including recordkeeping, investment expense ratios, and administrative fees, is the clearest way to assess value.
What happens if my 401(k) plan fails a nondiscrimination test?
If your plan fails the ADP/ACP nondiscrimination tests, you have until 2½ months after plan year-end — typically March 15 for calendar-year plans — to issue corrective distributions, make qualified nonelective contributions (QNECs), or explore other IRS-approved correction methods. Consult your TPA for the best option for your plan. Adding a safe harbor feature to your plan design can prevent failures entirely.
What is the difference between an ERISA 3(38) and 3(21) investment fiduciary?
A 3(38) investment manager has full discretionary authority over plan investments and assumes fiduciary liability for investment selection, removing it from the plan sponsor. A 3(21) co-fiduciary provides recommendations, but the plan sponsor retains decision-making authority and shared liability. The right arrangement depends on your plan's size, complexity, and how much investment oversight responsibility your team can manage.
How often should I benchmark my company's retirement plan?
The DOL's fiduciary standard requires plan sponsors to prudently monitor service providers on an ongoing basis. Most compliance experts recommend a formal benchmarking review at least every three years, and after any significant change in plan assets, participant count, or service provider. Documented reviews demonstrate a prudent process, which is central to meeting your ERISA fiduciary obligations.
What is the best retirement plan option for my small business — a 401(k), SEP-IRA, or SIMPLE IRA?
The most appropriate plan depends on your goals, workforce size, and budget. A SEP-IRA allows employer contributions up to $70,000 in 2026 and is simplest for self-employed owners. A SIMPLE IRA works well for businesses under 100 employees, while a 401(k) offers the most flexibility, highest deferrals, and Roth options — and SECURE 2.0 startup tax credits have significantly reduced the cost barrier.