At Fujitsu, our purpose is to make the world more sustainable by building trust in society through innovation. Founded in Japan in 1935, Fujitsu has been a pioneer in technology and innovation for decades. Today, as a world-leading digital transformation partner, we are committed to transforming business and society in the digital age.

With approximately 130,000 employees across over 50 countries, Fujitsu offers a broad range of products, services, and solutions. We collaborate with our customers to co-create solutions that drive enterprise-wide digitalization while actively working to address social issues and contribute to the United Nations Sustainable Development Goals (SDGs).

AMERICAS JOB DESCRIPTION FRAMEWORK

HR Specialist 12 - Reward | Advanced Professional

Position-specific title note: “Manager” reflects program ownership and leadership. The role remains an Individual Contributor under job code HRHS12ICHA and may receive administrative support from a team member.

Role Purpose

Leads the strategy, administration, governance support, and continuous improvement of U.S. defined contribution and nonqualified retirement programs. Combines deep retirement-plan expertise with operational leadership to deliver compliant, well-controlled programs, effective risk management, and a clear participant experience. Translates retirement priorities into practical recommendations for leadership and the Retirement/Investment Committee.

Key Accountabilities

Retirement Strategy and Program Design

• Develop and execute a U.S. retirement-program roadmap aligned with Total Rewards strategy, workforce needs, participant experience, and financial priorities.
• Evaluate plan competitiveness, participation, savings behavior, costs, and administrative effectiveness; recommend improvements supported by analysis and benchmarking.
• Prepare business cases for plan-design or process changes, including cost, participant impact, operational requirements, risks, and implementation considerations.
• Lead approved plan changes, provider transitions, and retirement workstreams associated with acquisitions, divestitures, or organizational changes.

Plan Administration and Operational Controls

• Oversee day-to-day administration through internal teams and external providers in accordance with governing plan documents and established procedures.
• Partner with Payroll and HR Operations to maintain accurate eligibility, compensation, enrollment, contribution, vesting, and participant data.
• Establish and monitor controls for contribution remittance, reconciliations, data interfaces, participant transactions, and correction of administrative errors.
• Serve as the escalation point for complex participant matters and coordinate claims and appeals with authorized decision makers and external legal counsel.
• Maintain operating procedures, accountability matrices, service calendars, and business-continuity arrangements; lead root-cause analysis and corrective action.

Governance, Compliance, and Risk Management

• Coordinate compliance activities under applicable retirement-plan requirements in partnership with external legal counsel, advisers, and service providers.
• Maintain an integrated calendar for testing, filings, audits, notices, disclosures, plan amendments, and supporting records; monitor completion and resolve findings.
• Support Retirement/Investment Committee governance through agendas, decision papers, meeting materials, minutes, action tracking, and documented provider and fee reviews.
• Monitor legislative and regulatory developments with external legal counsel and lead approved operational and communication changes.
• Identify and escalate compliance, operational, data-security, and fiduciary risks; coordinate remediation and required plan corrections.
• Perform delegated fiduciary responsibilities within the authority established by plan documents and governance arrangements.

Vendor Management and Financial Oversight

• Manage relationships with recordkeepers, third-party administrators, consultants, investment advisers, and other retirement providers.
• Establish service expectations and assess accuracy, responsiveness, participant service, control effectiveness, and issue resolution.
• Lead or support benchmarking, requests for proposals, due diligence, and contract reviews with Procurement and Legal.
• Monitor administrative expenses, fee arrangements, budgets, forecasts, and provider invoices with Finance, including appropriate review of employer-paid and plan-paid expenses.

Participant Experience and Cross-Functional Leadership

• Lead clear, accessible retirement communications and education with providers and internal communications teams, without providing individualized investment, tax, or legal advice.
• Use participant feedback and program data to identify service gaps and improve engagement and retirement readiness.
• Lead cross-functional projects with clear milestones, ownership, dependencies, and escalation paths.
• Provide concise reporting to employees, HR partners, leaders, and governance committees on program performance, costs, risks, decisions, and priorities.

Skills & Experience

• Strong technical expertise in U.S. retirement-plan management, including complex 401(k) administration, nonqualified arrangements, governance, provider management, compliance, data controls, participant communications, and cross-functional project leadership.
• Working knowledge of ERISA, qualified-plan requirements, nondiscrimination testing, annual reporting, audit processes, and relevant retirement legislation.
• Ability to interpret plan provisions and translate technical requirements into practical processes, controls, recommendations, and participant communications.
• Strong analytical skills, including reconciliations, cost analysis, reporting, and resolution of data or process issues.
• Effective stakeholder management, judgment, discretion, attention to detail, and ability to manage competing priorities.
• Typically requires 8 or more years of progressively responsible experience in retirement-plan management, retirement consulting, or a closely related discipline.

Education

• Bachelor's degree in Human Resources, Finance, Accounting, Business Administration, or a related field, or equivalent relevant professional experience.
• Relevant credentials such as Certified Employee Benefit Specialist (CEBS) or Qualified 401(k) Administrator (QKA) are preferred.

Preferred Experience

• Experience in a large, complex organization and with frozen or legacy plans, where relevant to the program portfolio.
• Experience supporting retirement or investment committees, provider conversions, corporate transactions, and significant plan-design changes.
• Experience with HR and payroll systems, recordkeeper integrations, process automation, and retirement-program dashboards.

Measures of Success

• Accurate, timely plan administration, contribution processing, and reconciliation, with sustained reduction in recurring errors.
• Timely completion of applicable compliance deliverables and effective resolution of audit findings and operational risks.
• Well-documented governance, clear accountability, and timely escalation of material issues.
• Provider performance that meets agreed service standards and demonstrates appropriate value.
• Improved participant understanding, service experience, and engagement, measured through relevant program indicators.
• Successful delivery of approved initiatives within agreed scope, timing, and budget.

Competencies

Retirement-plan expertise; analytical judgment; governance and risk awareness; stakeholder management; project leadership; communication; discretion; attention to detail; continuous improvement.

As of the date of this posting, a good faith estimate of the current pay scale for this position is:

•           $108,380.00 to $139,346.00

Placement in the range depends on several factors such as experience and skills and may change over time.  Additionally, this role may be eligible for an annual bonus, which is based on individual

We comply with all applicable minimum wage laws.

Benefits available include:

•           Medical, vision, and dental insurance,

•           Life insurance,

•           Short-term and long-term disability insurance,

•           401k

•           Paid Time Off

•           Any leave required under federal, state, or local law, as applicable, such as leave under the Colorado Healthy Families and Workplaces Act.

Benefits are subject to vesting and eligibility requirements.

Applications are being accepted on an ongoing basis.

As a technology company, 1Finity recognizes that human resources are its most important capital. To create an environment where all employees can work positively and healthily, both in mind and body, we offer a full range of health,​ 401K, and other benefits.

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