Multi-Plan Management
Support DC, DB, and non-qualified plans in one platform — 401(k), 403(b), 457, profit sharing, money purchase, SEP and SIMPLE IRA, SARSEP, Starter 401(k), cash balance, and SERP/NQDC.
Benefits Administration · Employee Retirement Plans
Employee Retirement Plans — 401(k), 403(b), Pensions & More
Empower retirement management with clarity and control.
Benefits Reimagined offers comprehensive employee retirement plan administration designed for HR teams and integrated with your HRIS and payroll — 401(k), 403(b), 457, defined benefit and cash balance pensions, non-qualified plans, SEP and SIMPLE IRAs, and Starter 401(k). Plan setup, eligibility, contributions, vesting, provider sync, and analytics live in one platform, so a deferral changed at enrollment is the deferral payroll deducts and the provider receives.
DC · DB · Non-qualified
13 DC plan types
Payroll-validated
ERISA · Form 5500 ready
Reimagining Employee Retirement Plans
"Managing retirement benefits is more than checking boxes — it requires accuracy, compliance, and real-time decision support. Traditional systems scatter data across payroll, HR, and provider files, creating inefficiencies and risk. Benefits Reimagined transforms retirement administration by centralizing plan setup, eligibility, contributions, vesting, and analytics into one integrated platform."
Plan Configuration
Eligibility, vesting, formulas as configuration
Payroll Integration
Deductions validated every period
Analytics & Insights
Participation, funding, exceptions
Employee Guidance
Personalized, in the enrollment flow
Governance & Compliance
ERISA, 5500, role-based control
3
plan families on one engine — defined contribution, defined benefit and cash balance, and non-qualified (SERP, NQDC, 457(f))
13
DC plan types on one framework — every 401(k) variant, 403(b), 457(b), 401(a), SEP, SIMPLE, SARSEP, and more
1
contribution truth — the deferral elected, deducted, matched, and sent to the provider is the same number, validated every pay period
0
manual limit tracking — 402(g), 415(c), catch-up, and compensation caps applied by plan year with effective-dated parameters
From Plan Document to Provider File
Follow a 401(k) plan through configuration, a pay period, the analytics that watch it, the guidance employees get, and the governance that proves it — five controls that keep retirement administration accurate.
Customizable setup for diverse retirement programs
Configure eligibility rules, vesting schedules, contribution formulas, and compensation definitions per plan — the system adapts to unique plan documents rather than the other way round. Match formulas, auto-enrollment and auto-escalation, catch-up handling, Roth options, and plan-year limits are effective-dated parameters an administrator maintains with an approval step, so a plan amendment is a configuration version, not a change request.
What it delivers
- Configurable eligibility and vesting rules — age, service, hours, class, entry dates, cliff or graded vesting
- Flexible match formulas, true-up rules, auto-enrollment defaults, and catch-up contribution handling
- Compensation definitions per plan (W-2, 3401(a), 415 safe harbor, exclusions) applied to payroll data
- Payroll and provider integration for accurate deductions, funding, and census files
Why it matters
Ensures compliance and reduces manual setup errors across multiple retirement plans.
A 403(b) for faculty, a 401(k) for staff, and a cash balance plan for legacy employees run side by side on one record.
Accurate deductions and contributions in real time
Deferral elections sync to SuccessFactors Employee Central Payroll or any payroll, and every pay period comes back for validation: employee contributions, employer matches, catch-up amounts, and Roth flags are checked against the election, the formula, the compensation definition, and the plan-year limits before the provider file goes out. Corrections for retroactive changes and rehires run through BR ReVerge with the audit trail intact.
What it delivers
- Real-time contribution tracking and validation against election, formula, and limits
- True-up management for matches and deferred compensation, calculated and documented
- Correction workflows for retroactive changes, rehires, and missed deferral opportunities
- Provider census and contribution files balanced to the payroll register — every row traceable
Why it matters
Minimizes payroll errors and strengthens audit readiness across retirement programs.
An over-limit deferral is stopped in the period it would happen, not refunded after year-end testing.
Real-time dashboards and retirement data visibility
Monitor participation, contribution trends, plan enrollment, and compliance across departments with Elasticsearch and Kibana dashboards for operations, and BR Intelligence workspaces for forecasting and anomaly detection. Every figure is as-of a date and traceable to the pay period and the rule version that produced it — so a participation rate quoted to the committee can be reproduced later.
What it delivers
- Enrollment trends and participation tracking by department, location, age band, and class
- Funding forecasts and engagement analytics — projected employer cost under alternative match formulas
- Exceptions and compliance alerts — limits, eligibility entry dates, late deposits, missed opportunities
- Retirement readiness signals by population, with small-cohort suppression built in
Why it matters
Converts data into actionable insights, enhancing strategic decision-making.
The LLM interprets, Python calculates, the database supplies the data — no model answers from its own reasoning.
AI-powered, personalized retirement guidance
BR IntelliSuggest delivers contextual recommendations based on age, tenure, prior selections, compensation, and plan design — inside the enrollment flow, not in a separate tool. An employee sees what the match is worth at each deferral rate, what catch-up they qualify for, and what auto-escalation would do over five years; Athena answers the follow-up questions from their own record. Guidance is educational and plan-based; it never becomes individual investment advice.
What it delivers
- Personalized contribution guidance — match capture, catch-up eligibility, Roth vs pre-tax framing
- Eligibility nudges and under-contribution alerts delivered through Communication HUB at the right moment
- Integration into enrollment and life-event flows for a seamless experience
- Plain-language answers on vesting, loans, hardship rules, and distributions from plan documents
Why it matters
Improves employee engagement and reduces administrative questions.
"You are leaving $1,340 of match on the table this year" moves more deferrals than any newsletter.
Enterprise-ready controls for regulatory adherence
Supports ERISA-aligned administration, state-mandated programs, and plan audits with role-based access and workflow approvals. Plan-year parameters — contribution limits, compensation caps, entry dates — are effective-dated, approved configuration with their authority recorded. Every contribution, correction, and provider file leaves evidence in the compliance engine, so Form 5500 preparation and auditor requests become filtered exports rather than reconstructions.
What it delivers
- Role-based permissions and audit-ready logs across plans, entities, and providers
- Compliance monitoring for Form 5500 filings, late-deposit timing, and regulatory reporting
- Standardized workflows across plans and entities, with delegated approvals attributed to both people
- State auto-IRA mandate awareness and exemption evidence where an employer plan exists
Why it matters
Strengthens compliance posture and reduces operational risk.
Nothing regulatory is hard-coded — a changed limit is a new approved parameter row with its source and date.
Core Capabilities of BR Retirement Plan Administration
Every retirement plan type, every population, and every pay period on one platform — configured by administrators, validated against payroll, and governed for audit.
Eligibility & Vesting Rules
Flexible, rule-based configuration for any employee group — entry dates, service and hours requirements, cliff or graded vesting, rehire service restoration.
Payroll & Provider Sync
Real-time data integration for accuracy — deferrals to payroll, registers back for validation, balanced contribution and census files to providers with confirmation.
Analytics & Forecasting
Track trends, model costs, and predict adoption — participation, deferral distribution, match capture, and employer cost under alternative formulas.
Employee Decision Support
Personalized guidance with AI insights inside enrollment — match capture, catch-up, auto-escalation, Roth framing — educational and logged, never individual investment advice.
Governance & Compliance
Role-based access, audit readiness, and regulatory alignment — effective-dated plan-year parameters, deposit timeliness evidence, Form 5500 preparation.
Athena inside Retirement Plans
Retirement Questions, Answered from the Plan Document
Athena answers employees' retirement questions from the plan document and their own record — vesting, match, loans, hardship rules, catch-up — and answers administrators' questions from the pay-period data: who is under-contributing, where a formula is mismatched, what a match change would cost. It explains; it never moves money or changes an election on its own.
- "How vested am I?" — the schedule, the service counted, and the date the next step vests — from the effective-dated record
- "What is the match worth?" — employer dollars at each deferral rate for this employee's pay, before they change the election
- Exception triage — why a contribution failed validation — limit, compensation definition, eligibility date — and the proposed correction
- Formula modelling — "what does a 100%-to-5% match cost next year?" answered from the population and payroll, for a person to decide
- Audit requests — deposit timeliness, limit application, and participant counts assembled as an export with its evidence
If I leave next year, how much of my 401(k) do I keep?
AthenaAll of your own contributions and their earnings — always. Employer match vests on the plan's 6-year graded schedule: you're at 60% today with 3 years of service, and you reach 80% on your service anniversary, 03/02/2027. If you leave after that date you keep 80% of the match; before it, 60%. Your own balance isn't affected either way.
Your contributions · vested100% · $38,420
Employer match · vested today60% · $11,050 of $18,417
Show my vesting timeline
What if I take a loan?
Talk to a person
Am I getting the full match?
AthenaYes — you defer 5% and the plan matches 100% of the first 4%, so you're capturing all $3,120 of employer money this year. IntelliSuggest would only flag you if you were below 4%.
Ask Athena about your retirement plan…
What BR Retirement Plan Administration Changes
Simplified plan administration
One platform to manage all retirement plans — DC, DB, and non-qualified.
Improved compliance accuracy
Reduce risk with effective-dated parameters, role-based workflows, and audit logs.
Better employee engagement
Personalized guidance in the enrollment flow increases participation and match capture.
Operational efficiency
Integrated payroll and provider alignment replaces spreadsheet reconciliation every period.
Insight-driven decisions
Real-time analytics inform plan design, match formulas, and contribution strategy.
Scalable enterprise management
Support multi-entity, union, faculty, and multi-plan organizations without a second system.
Enterprise Governance & Scale
Standardized, consistent, and scalable retirement administration. Benefits Reimagined ensures that workflows, eligibility tracking, and compliance reporting remain consistent across departments and entities. Centralized controls reduce operational risk while supporting organizational growth, complex HR structures, and multi-population eligibility management — on the same platform as every other benefit.
- Admin: plan and parameter workbench — plan documents as configuration, plan-year parameters with authority and approval, providers and files per plan
- Admin: pay-period validation — register vs elections vs formula vs limits, exceptions with proposed fixes, true-ups, and balanced provider files
- Admin: correction workflows — retro changes, rehires, and missed deferral opportunities through BR ReVerge with documentation for the plan auditor
- Employee: retirement in the enrollment flow — deferral, Roth, auto-escalation, and beneficiaries in the portal and the BR mobile app, with Athena beside every question
- Analytics: participation and readiness — as-of-dated participation, match capture, and cost modelling by population — decision first, evidence one click behind
Bring retirement administration into one modern system
Bring a plan document and one payroll register. We'll configure the plan, validate the period, build the provider file, and show the participation decision your committee would see first.
ERISA-aligned
Effective-dated limits
Provider-confirmed files
Retirement Plan FAQs
The platform supports every major DC plan type — Traditional, Safe Harbor, SIMPLE and Starter 401(k), 403(b), governmental and non-governmental 457(b), 401(a) DC, profit sharing, money purchase, SEP IRA, SIMPLE IRA, and grandfathered SARSEP — defined benefit plans including cash balance, and supplemental/non-qualified plans (SERP, NQDC, Top Hat, 457(f)).
Yes. BR supports multi-plan administration for faculty vs staff, hourly vs salaried, union vs non-union, and entity-based eligibility across locations — each with its own eligibility, vesting, formula, and compensation definition on one employee record.
By syncing elections to payroll, validating every pay period against the election, formula, compensation definition, and plan-year limits, computing true-ups, and routing exceptions before they become audit findings. Retroactive corrections and rehires run through BR ReVerge with the documentation the plan auditor will ask for.
Yes. BR uses Elasticsearch and Kibana dashboards for monitoring enrollment, contributions, engagement, and readiness by department or population, and BR Intelligence workspaces for match-capture decisions, cost modelling, and forecasting — all as-of-dated and reproducible.
No. While optimized for SuccessFactors and Employee Central Payroll, BR integrates with any HRIS and payroll ecosystem through HRIS Sync, and exchanges contribution and census files with any recordkeeper or provider.
Through AI-assisted guidance, real-time insights, and interactive plan wizards inside the enrollment flow — match capture, catch-up eligibility, auto-escalation, and Roth framing — enabling informed choices about contributions without manual HR intervention. Guidance is plan-based and educational; it is never individual investment advice.
Contribution limits, compensation caps, and entry-date rules are effective-dated parameters with their authority and approval recorded — never hard-coded. A new IRS limit is a new approved row applied from its effective date, with the prior row retained for any retroactive question.
Bring Retirement Administration into One Modern System
Plan setup, eligibility, contributions, vesting, provider sync, and analytics on one platform — validated every pay period and governed for audit.