Manager, Retirement Plans

The Manager, Retirement Plans will support the organization on all retirement programs, which include two 401(k) plans, a defined benefit pension plan, multiple nonqualified deferred compensation arrangements, and a retiree health program. This role influences enterprise-wide decisions, partners with executive leadership, and ensures the long‑term financial integrity and compliance of all retirement programs. Key Responsibilities Plan Governance & Fiduciary Oversight Serve as the organization's subject matter expert on retirement plan design, governance, and regulatory strategy across all qualified and nonqualified plans. Provide recommendations to executive leadership, internal committees, and legal counsel on plan design changes, risk mitigation, and long‑term sustainability. Interpret complex plan documents and ensure alignment between plan provisions, collective bargaining agreements, payroll systems, and vendor platforms. Oversee fiduciary responsibilities, ensuring adherence to ERISA, IRS, and DOL requirements and maintaining a strong internal control environment. 401(k) Plan Management Provide administration and support the strategic direction of two 401(k) plans (one with extensive union‑negotiated contribution structures). Drive operational excellence across plan processes, participant experience, and vendor performance. Evaluate plan effectiveness and recommend enhancements to improve outcomes, reduce risk, and optimize cost. Pension Plan Management Oversee the defined benefit pension plan (which consists of a base plan and multiple legacy and union‑negotiated component parts), including actuarial coordination, compliance, and claims. Partner with actuaries and legal counsel to ensure accurate valuations, regulatory filings, and plan governance. Regulatory Compliance & Reporting Lead the annual Form 5500 filing process for all retirement plans, coordinating with recordkeepers, consultants, auditors, internal stakeholders and legal counsel. Ensure timely implementation of annual IRS limits and regulatory updates, providing strategic guidance to payroll and HRIS teams. Maintain comprehensive compliance documentation and support internal and external audits. Nonqualified & Executive Deferred Compensation Plans Provide senior‑level oversight of nonqualified deferred compensation plans, ensuring compliance with Internal Revenue Code Section 409A and alignment with executive compensation strategy. Coordinate with Finance, Payroll, and external vendors to ensure accurate administration and reporting. Vendor & Consultant Relationship Leadership Act as the liaison to recordkeepers, actuaries, consultants, and legal advisors. Lead vendor governance, including performance management, issue escalation, contract evaluation, and strategic planning. Drive continuous improvement initiatives and ensure vendors deliver high‑quality service aligned with organizational goals. Retiree Health Program Oversight Maintain oversight of the retiree health program, ensuring accurate administration and a positive retiree experience. Partner with vendors and internal stakeholders to address emerging issues and evaluate program sustainability. Stakeholder & Participant Engagement Serve as the organization's resource for employees, retirees, and surviving spouses on complex retirement plan matters. Provide clear, authoritative guidance on plan rules, benefit calculations, and regulatory considerations. Oversee communication strategy relating to plans. Coordinate with recordkeepers and consultants about possible improvements to plans to stay competitive with peer companies. Payroll & HRIS Integration Leadership Coordinate with payroll and HRIS teams on the implementation of retirement plan rules, annual limit changes, and system configurations within ADP EV6. Provide input on system design to ensure accurate and compliant plan administration. Qualifications Bachelor's degree in Human Resources, Finance, Business Administration, or related field; advanced degree preferred. 7+ years of progressive experience in retirement plan governance, pension administration, or benefits strategy. Deep expertise in ERISA, IRS, and DOL regulations. Experience managing complex, union‑influenced plan structures. Strong vendor management and contract oversight experience. Professional Human Resources Certification (i.e. CHRM/PHR) and/or Benefit Professional (CEBS). Experience in manufacturing industry and/or working with unions. ATI and its subsidiary companies will provide equal employment opportunities to all applicants without regard to applicant's race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, veteran status, disability status, or any other status protected by federal or state law. The company will provide reasonable accommodations to allow an applicant to participate in the hiring process if so requested. It is ATI's policy to not provide immigration sponsorship for any of the company's positions. #J-18808-Ljbffr ATI