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Retirement Plan Design for Employers

Custom retirement plan structures designed to align with your workforce, fiduciary responsibilities, and long-term business goals.
A strong retirement plan goes beyond compliance. It supports your employees, reinforces retention, and aligns with your organization’s goals. We design and refine 401(k) and retirement plans that balance cost, competitiveness, and fiduciary responsibility.

Where Strong Plan Design Makes a Difference

Plan design is most impactful during periods of growth, transition, or increased fiduciary responsibility within your organization. You may benefit from a thoughtful review when you are:
  • Launching a new 401(k) or retirement plan
  • Evaluating an existing plan’s competitiveness
  • Seeking to improve participation and engagement
  • Reviewing plan fees and cost structure
  • Addressing fiduciary oversight and governance responsibilities

Key Components of Effective Plan Design

Effective plan design requires thoughtful coordination across investments, governance, and participant experience.

Plan Structure & Matching Strategy

Designing contribution structures and employer match formulas that support participation while aligning with business objectives.

Investment Menu Design

Developing a disciplined lineup aligned with your investment policy statement and workforce demographics.

Fiduciary Support & Governance

Clarifying responsibilities under 3(21) or 3(38) arrangements and strengthening oversight processes.

Fee & Vendor Benchmarking

Evaluating recordkeeping, investment costs, and service providers to ensure competitiveness and transparency.

Participant Outcomes & Engagement

Designing features such as auto-enrollment, auto-escalation, and education support to improve long-term employee retirement readiness.

Strategic, Employer-Aligned Design

A retirement plan should reflect your organization’s goals, culture, and workforce realities—not just industry norms.

Business-First Perspective

We design plans that align with your compensation strategy, retention goals, and financial structure.

Balance of Cost and Competitiveness

We help you weigh features, fees, and employer contributions thoughtfully rather than reactively.

Built for Long-Term Evolution

As your workforce grows and regulations shift, we adjust your plan to stay aligned and sustainable.

Frequently Asked Questions

What is the difference between 3(21) and 3(38) fiduciary support?
A 3(21) advisor provides investment recommendations while the plan sponsor retains decision-making authority. A 3(38) advisor assumes discretionary responsibility for investment selection and monitoring.
Plans should be reviewed regularly to assess investment performance, fees, regulatory updates, and participant engagement.
Yes. We conduct benchmarking and due diligence reviews to assess competitiveness and transparency.
Yes. We support participant education through group and individual sessions to help employees better understand their retirement options.
We can review your existing structure, identify gaps or inefficiencies, and recommend improvements aligned with your goals.

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