Retirement & Financial Planning

HUB's Retirement and Private Wealth practice provides investment advisory services at a scale an individual plan sponsor could never replicate alone, bringing smaller employers the same institutional pricing and support that is usually reserved for much larger companies.

A smaller or mid-sized employer sponsoring its own retirement plan typically can't access the institutional pricing, investment menu quality or fiduciary support that a large, aggregated advisory platform provides,leaving its employees with a plan that is compliant but not competitive with what larger organizations offer. 

A consultant operating within a large, aggregated advisory platform gives smaller plan sponsors access to institutional-quality plan design, investment options and fiduciary guidance they couldn't negotiate alone, no matter how hard they tried.

A 50-person company and a 5,000-person company can offer employees the same quality retirement plan. They just can't get there through the same path.

Smaller plan sponsors offer their employees retirement plan quality and fiduciary support comparable to much larger organizations. 

Five generations are working side-by-side today, each with different financial needs, stressors and expectations. A one-size-fits-all retirement and financial wellbeing benefit no longer resonates the way it once did, no matter how generous it looks on paper.

A retirement or financial wellbeing benefit designed for an average employee, or a 401(k) plan structured years ago without a fresh compliance review, can both look adequate on paper while quietly failing a genuinely diverse, multi-generational workforce or carrying real compliance exposure that only becomes visible through a deliberate review.

Persona-based program design — informed by workforce demographics and life stage — paired with a periodic plan compliance review, ensures retirement and financial wellbeing benefits fit the workforce and remain compliant, rather than assuming a generic design still works.

The 401(k) plans with the biggest problems usually aren't the ones with obviously bad designs. They're the ones nobody looked at again after year one.

Retirement and financial wellbeing benefits are designed for the workforce's actual, varied needs and reviewed periodically for compliance, rather than left as a static, generic offering.

Retirement plan design usually sits with human resources (HR), executive benefits gets negotiated one leader at a time, and financial wellbeing runs as its own initiative. The result is three efforts pulling in three directions, with no one connecting employees' financial security to the organization's larger goals. 

When retirement plan design sits with HR, executive benefits gets negotiated individually with departing or incoming leaders, and financial wellbeing programming runs as a separate initiative, no one owns a single strategy connecting workforce financial security to the organization's actual succession and transformation plans.

A coordinated total-rewards strategy — spanning retirement plan design, financial wellbeing and executive benefit design under one framework tied explicitly to succession planning — replaces disconnected, stakeholder-by-stakeholder decisions with one aligned approach everyone can see.

Executive benefit design and rank-and-file retirement plans usually get designed by completely different people who never compare notes on what the organization is trying to achieve.

Organizations connect retirement plan design, financial wellbeing and executive benefit design under one coordinated strategy aligned with their actual succession and workforce transformation plans, rather than three separate conversations.