Institutional Asset and People Consulting

Financial Planning at the Worksite

Your employees likely have a wide range of interpretation when it comes to defining financial planning. That makes complete sense because the terms “financial planning” and “financial wellness” have not been formally defined in the marketplace. We believe everyone deserves a financial plan, but we are cognizant that means different things to different people. We approach financial planning at the worksite in a modular format because some employees’ plans will be more focused and others more comprehensive. We break it down into customized modules tailored to each employee. Planning modules may include any number of the following:

• Building an Emergency Fund
• Saving for Retirement
• Managing Student Load Debt
• Purchasing a Home
• Building a Retirement Income Plan

We couldn’t be more excited about your organization enabling your employees to take control of their financial life with the positive reinforcements of a financial coach.

Retirement Plan Mergers and Acquisitions

We provide the reassurance and experience business owners need to make informed decisions about their current retirement program. Private Equity firms, family offices and other organizations who routinely find themselves in the pre-acquisition due diligence phase can tap into our retirement plan mergers and acquisitions expertise. This most often materializes in an assessment that may include the following:

• Due diligence report on retirement plan administration, investments and fees
• Guidance regarding assuming the role of Plan Sponsor to the potential acquisition or starting a new plan
• Best practices for Human Resources considering asset purchase or stock purchase scenarios

Human Resources departments often have their work cut out for them once an acquisition occurs. Day 1 with a new owner presents unique challenges and having a sound game plan for the company’s retirement program could settle employees’ nerves about a potentially sensitive topic.

Compensation Consulting

Recruitment and retention of skilled employees are seemingly constantly on the minds of human resources departments. The availability and cost of skilled applicants for vacant positions are most often determined by current labor market conditions beyond the control of the employer. Compensation structures may vary widely from one organization to another so how do you know what is competitive? A sampling of what we assess may include the following:

• Developing a compensation strategy consistent with the organization’s mission and values
• Perform a market analysis to assess the competitiveness of compensation
• Create pay structures by grouping comparable jobs into pay ranges
• Recommend procedures and guidelines for salary administration to align with best practices

A sound compensation strategy will often help determine the budget of not just employees’ wages, but also their benefits.