Responsible for developing and managing relationships with retirement plan consultants

• Primarily responsible for developing and managing relationship with key public and private sector retirement plan consultants• Focus on promoting various aspects of retirement plan design, product offerings, technology and value proposition in the marketplace• Owning the relationship management function within the territory to drive awareness and involvement with new business acquisition

• Develop and execute business development strategies to generate sales and retain existing clients within the Lincoln book of business. • Increase awareness and visibility of Lincoln retirement products, value proposition and services with firms across the country.• Identify, develop and maintain relationships within the headquarters of national partner firms in the mid-to-large retirement plan market. Focus on firms that fit Lincoln’s target book of business, including defined contribution, defined benefit and governmental markets. • Work closely with advisors and consultants to optimize retirement plan outcomes for mutual clients.• Responsible for providing thought leadership to advisors and consultants.• Collaborate with internal sales directors, relationship managers, and other diverse teams within Lincoln to establish and strengthen relationships internally and externally.• Create and manage business plans specific to assigned national firms across the country.• Focus on industry trends, product breadth, innovation and competitive intelligence that will allow Lincoln to maintain a competitive advantage in the marketplace.

• Worked with advisors and consultants to provide plan design, communications, compliance and strategic guidance.• Promoted and socialized new product enhancements to showcase industry-leading tools to plan sponsors.• Established relationships with consultants and advisors within the southeast and central U.S.• Drove transformational sales growth from 2015 to 2016, exceeding defined sales goals in territory comprising 100+ firms and 300+ advisors and consultants.• Developed and delivered on highly targeted strategic business plans for key firms, including the identification of decision-makers, their primary areas of focus, target markets, and recordkeeper preferences.

• Led all aspects of retirement plan administration including compliance, strategy, plan design, communication, data management, and day-to-day administration of the 401(k) plan, employee stock purchase plan (ESPP), compensation deferral plan and credit union for a Fortune 300 company with more than 60,000 employees and 8,000 stores in 46 states.• Ensured the seamless transition of multiple financial benefit plans by partnering with service provider implementation teams, relationship managers, compliance and risk management groups. • Managed the non-qualified deferred compensation plan.• Led Benefits and 401(k) Committee in the selection process of recordkeepers for various financial benefit plans.• As plan sponsor, leveraged reporting, functions and capabilities of the recordkeeping system to maximize overall plan health.• Instrumental in the approval and implementation of Safe Harbor Plan design, the first 401(k) match increase in 26 years, and 100% immediate match vesting, developing strategic cost models and projections of financial impact.• Implemented discounted employee stock purchase plan and team member financial services benefit program; led vendor management of 11 service providers, including financial professionals, consultants and legal counsel. • Developed budget process for Human Resources (HR), Loss Prevention and Aircraft Operations to gather and quantify financial data, including process development for departmental accruals and forecasting and analytics.

• Was responsible for maintaining client relationships valued at over $650 million in total assets.• Performed analytical and quantitative reporting functions associated with 401(k) defined contribution plans.• Prepared compliance testing, including ADP/ACP nondiscrimination testing, top-heavy testing, compensation testing, plan limits testing, 415 annual additions testing, 402(g) limits, and determination of highly compensated employees.• Reconciled quarterly and annual financial plan reports.• Calculated match and profit sharing annual contributions.