The posting
Job Title: Benefits and Retirement Manager Department: Total Rewards Reporting to: VP, Total Rewards Location: Connecticut or Kentucky Employment Type: Full Time Vacancy Status: This posting is for an existing vacancy Greenfield is looking for a Benefits and Retirement Manager to join our growing team. The Benefits Manager will lead benefits strategy, compliance, and administration for the United States, with oversight and guidance on benefits in Canada and Ireland. The role is anchored in U.S. benefits, where the deepest experience is required, and brings a consistent approach to how Greenfield Global Inc. (GGI) designs and delivers benefits in all three countries. Who We Are: Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet. Why Join Greenfield? We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team. Who You Are: Required
10+ years of U.S. employee benefits experience, with deep expertise in plan design, compliance, and administration across group health and welfare plans and 401(k), including renewals, open enrollment, and vendor and broker management.
Expert knowledge of U.S. benefits regulations, including ERISA, ACA, COBRA, HIPAA, FMLA and state leave laws, DOL requirements, and IRS retirement plan rules, with strong working knowledge of 401(k) compliance, including nondiscrimination testing, Form 5500, and fiduciary governance.
Experience improving benefits administration processes, including human resources information system (HRIS) integration and carrier data feeds.
Willingness and ability to learn Canadian and Irish benefits requirements, with support from brokers and local advisors.
Strong analytical skills, with the ability to turn data into clear recommendations and present them to senior leadership.
Ability to work independently, use sound judgment, and build trusted relationships across HR, Finance, Payroll, and the business.
Strongly Preferred
Certified Employee Benefit Specialist (CEBS) or Certified Benefits Professional (CBP) designation.
Experience with Dayforce (Ceridian), particularly the benefits module.
Direct experience with Canadian or Irish benefits programs, including RRSP or Irish pension plans, and statutory leave requirements, or comparable international benefits experience.
Experience in manufacturing, production, or industrial environments.
Experience working in a center of excellence or shared-services model
Job Responsibilities: 1. U.S. Benefits Program Management
Own the design, delivery, and ongoing performance of GGI's U.S. benefits programs, including medical, dental, vision, life insurance, short-term and long-term disability, EAP and supplemental or voluntary offerings.
Run the annual renewal and open enrollment cycle, including plan design, request-for proposal (RFP) process, pricing, and funding decisions.
Review carrier contracts, plan documents, and summary plan descriptions (SPDs) for accuracy, completeness, and legal sufficiency.
Manage broker, carrier, and vendor relationships, and hold partners accountable for service levels, value, and fees. Lead contract negotiations and vendor performance reviews.
2. 401(k) Plan Management and Fiduciary Oversight
Partner with the 401K plan administrator to manage the 401(k) plan, including the employer match, investment menu, and plan document provisions.
Ensure ongoing compliance with the Employee Retirement Income Security Act (ERISA), Internal Revenue Service (IRS), and U.S. Department of Labor (DOL) requirements, including nondiscrimination testing (actual deferral percentage, actual contribution percentage, and top-heavy), Form 5500 filing, and required participant notices.
Oversee the recordkeeper relationship, including service levels, fee reasonableness, and regular benchmarking of fees, investment options, and plan design against the market.
Support fiduciary governance, including committee practices, documentation, and regular plan reviews.
Identify and resolve compliance issues, using the IRS Employee Plans Compliance Resolution System (EPCRS) where needed.
Manage the annual 401(k) plan audit from start to finish, to include partnering with external audit firm to deliver timely, accurate data and documentation.
3. Compliance and Regulatory Management
Maintain compliance across applicable U.S. federal and state benefits regulations, including the Affordable Care Act (ACA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Health Insurance Portability and Accountability Act (HIPAA), and Family and Medical Leave Act (FMLA) interactions with benefits continuation.
Oversee ACA reporting (Forms 1094-C and 1095-C) for accuracy and timeliness.
Track and meet obligations in each state where GGI employs workers, including state-mandated disability, paid family leave, and health insurance requirements.
Maintain a compliance risk register with clear owners and remediation plans.
Anticipate the impact of regulatory changes and recommend adjustments to keep programs compliant and sustainable.
4. Benefits Administration and Automation
Oversee benefits administration to ensure accurate, timely, and employee-friendly service.
Partner with HR Technology, Payroll, and Finance to get more from the Dayforce benefits module and related systems.
Ensure benefits deductions, reconciliations, and reporting are accurate and consistent with Payroll and Finance.
5. Benefits Strategy
Work with the VP, Total Rewards to develop and execute a multi-year U.S. benefits strategy aligned with GGI's total rewards philosophy, workforce demographics, and competitive position, and provide input on Canada and Ireland.
Make data-supported recommendations on cost-sharing, plan tier structure, wellness, and voluntary benefit expansion.
Build a benefits communication approach that helps employees understand and value what GGI offers.
Report on benefits cost, utilization, and trends, and evaluate how well programs work for employees and the business.
Conduct a full market assessment of U.S. benefits, retirement, and leave programs every two to three years, and present findings and recommendations to VP, Total Rewards.
Manage the annual costs for benefit and retirement programs in the United States, and identify opportunities to reduce cost and improve value.
6. Leave Management
Own leave management for the United States, including statutory leaves, company-provided leaves, and disability-related leaves, and provide guidance on Canadian and Irish leave questions.
Maintain leave policies and procedures that meet U.S. federal and state requirements, and advise on Canadian and Irish requirements as needed.
Oversee leave administration, including eligibility, notices, tracking, and return-to-work coordination, in partnership with the People and Culture team and managers, advising on complex cases and reporting on leave trends and compliance risks.
Coordinate leaves with benefits continuation, disability programs, and Payroll so that pay and coverage stay accurate during a leave, and manage leave vendors and tracking systems.
7. Canada and Ireland Benefits Oversight
Provide oversight and guidance on GGI's Canadian and Irish benefits programs, working with brokers and local advisors.
Oversee GGI's retirement programs outside the United States, including the Canadian Registered Retirement Savings Plan (RRSP) program and the Irish pension plan, covering provider relationships and governance.
Review renewals, vendor and broker performance, costs, and market competitiveness in Canada and Ireland, and flag compliance risks with the help of brokers, local advisors, and counsel as needed.
Bring consistency to GGI's approach across all three countries, share best practices across jurisdictions, and support global initiatives, such as acquisitions and policy harmonization.
Total Compensation & Care:
Base salary dependent on experience and demonstrated performance – $110,000-$140,000 Formal and informal training opportunities Comprehensive health and dental benefits Income protection: short- and long-term disability coverage, life insurance, paid personal sick time Vacation time exceeding industry standards Company funded retirement savings program with individual contribution opportunities Meaningful and challenging work Curated intentional culture focused on growth and development, engagement, and communication
About Us We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction. Core Principles
Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers. Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements. Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals. Agility: Our team is not only fast, we has the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions. Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards.
At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.
