Director of Retirement Plan Services

Allworth’s Retirement Plan Services (RPS) business partners with plan sponsors to design, improve, and govern employer-sponsored retirement programs, including 401(k), 403(b), defined benefit, and non-qualified plans, while helping participants make confident decisions.

The Director of RPS is responsible for stabilizing, leading, and optimizing the established RPS business line while serving as a key partner to advisors delivering retirement plan solutions to their clients. This role is primarily focused on protecting and enhancing an existing business by creating structure, accountability, and consistency across a function that has operated without consistent leadership, while also positioning RPS as a more effective and scalable contributor to advisor-driven growth.

This includes establishing operating rhythm, clear ownership, performance visibility, and disciplined execution against business goals. In parallel, this role plays a critical role in enabling growth by strengthening how RPS supports advisors in winning and expanding retirement plan relationships through strong plan design, RFP support, and consistent execution—ultimately improving conversion, retention, and overall performance of the RPS business.

This is an in-person, Exempt level position in our Addison,TX office.

This leader will ensure strong execution against business targets by:

• Effectively managing and retaining the current book of business
• Supporting advisors in winning and servicing retirement plans
• Providing leadership and direction to a small internal RPS team
• Bringing discipline and clarity to a function operating without a defined strategy

This is a critical role in protecting an important revenue stream for the firm and ensuring RPS effectively supports broader advisor-driven growth.

RPS Business Leadership & Execution

• →Provide leadership and direction to the RPS function, establishing clarity in priorities, roles, and expectations
• →Own execution against the RPS annual growth goal ensuring accountability, clear tracking, forecasting and intervention when performance is off-track.
• →Bring structure and discipline to a function that currently lacks defined strategy and operating rhythm
• →Monitor performance and proactively address gaps to ensure targets are met

Advisor Support & Plan Growth Enablement

• →Partner closely with advisors to support retirement plan opportunities, including RFPs, plan design, and positioning
• →Serve as a subject matter expert to help advisors win and retain retirement plan business
• →Ensure RPS is effectively integrated into the advisor workflow as a support function
• →Improve consistency and quality of proposal and client-facing materials

Client & Plan Management

• →Oversee management of approximately $1B in retirement plan assets across ~200 plans
• →Ensure high-quality servicing, governance, and client experience across all plans
• →Drive retention of existing plans through proactive engagement and service delivery
• →Standardize service models and expectations across clients

Team Leadership

• →Lead and develop a small team (relationship managers and administrative support)
• →Operate as a player-coach—willing to engage directly in plan support, advisor enablement, and client situations when needed
• →Establish clear roles, performance expectations, and accountability standards
• →Provide coaching and day-to-day leadership to improve team effectiveness
• →Ensure appropriate resource allocation to support advisor needs and client demands

Operational Discipline & Process Improvement

• →Implement consistent processes for plan management, advisor support, and internal coordination
• →Improve efficiency and clarity in how work flows through the RPS function
• →Identify and address operational gaps impacting performance or client experience

Risk & Compliance

• →Ensure adherence to ERISA, DOL, and IRS requirements in partnership with Compliance and Legal
• →Maintain strong fiduciary standards, documentation practices, and governance processes

• 10+ years in retirement plan services, institutional consulting, or related field
• Experience managing and servicing retirement plan business (not solely sales-focused roles)
• Demonstrated ability to lead small teams and drive execution in under-structured environments
• Proven ability to step into under-structured environments and create clarity, process, and accountability
• Experience working in advisor-led or distributed sales models (preferred)
• Strong understanding of ERISA, fiduciary standards, and plan governance
• Ability to partner effectively with advisors and act as a technical expert in retirement plans
• Strong organizational and execution skills; able to bring structure and discipline to ambiguous situations
• AIF / AIFA, CPFA, CEBS, CFA, CFP, or comparable retirement/benefits designations (Preferred)

• RPS meets or exceeds ~$175M annual objective
• Clear visibility into pipeline, plan retention, and performance drivers

• Defined operating rhythm (reporting, pipeline reviews, advisor engagement)
• Clear roles and accountability across the RPS team
• Reduced dependency on ad hoc or reactive work

• Advisors consistently engage RPS earlier and more effectively
• Improved win rates and quality of plan proposals
• RPS is seen as a value-add partner—not an administrative function

• Strong retention across ~200 plans
• Consistent service model and client experience
• Fewer escalations or service gaps

• Team operates with clarity, ownership, and improved output
• Leader successfully balances coaching with execution

• Operator first, strategist second
• Comfortable in ambiguity; creates structure quickly
• Strong retirement plan expertise (ERISA, fiduciary, plan design)
• Collaborative and advisor-friendly (not territorial or sales-driven)
• Willing to be hands-on and solve problems directly
• Brings calm, disciplined leadership to an under-defined environment

 The above statements are intended to describe the general nature and level of work being performed by people assigned to this job.  Typical reporting relationships are described, but actual relationships may vary in some instances.  This job description is not intended to be an exhaustive list of all responsibilities, duties, skills, or knowledge required of personnel classified in this job.