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Vice President Defined Contribution Jobs in Springfield, NJ

Glossier

Vice President, Product

New York, NY · On-site

We are defined not just by what we make, but by how we make people feel and the relationships we ... We're looking for a Vice President, Product to help shape what's next at Glossier and bring it to ...

Glossier

Vice President, Product

New York, NY · On-site

We are defined not just by what we make, but by how we make people feel and the relationships we ... We're looking for a Vice President, Product to help shape what's next at Glossier and bring it to ...

Dagne Dover

VP, Marketing

Manhattan, NY

$175K - $200K/yr

The VP, Marketing is responsible for developing and leading Dagne Dover's integrated marketing ... Own key marketing KPIs, including revenue contribution, customer acquisition cost, return on ad ...

Aspen Dental

VP, Field Sales

New York, NY · On-site +1

The Vice President, Field Sales is an executive leadership role responsible for defining and ... Ethics and Values - Operates with absolute integrity; models and reinforces a clearly defined set ...

Aspen Dental

VP, Field Sales

NY · On-site

The Vice President, Field Sales is an executive leadership role responsible for defining and ... Ethics and Values -- Operates with absolute integrity; models and reinforces a clearly defined set ...

The Aspen Group

VP, Field Sales

New York, NY · On-site +1

The Vice President, Field Sales is an executive leadership role responsible for defining and ... Ethics and Values - Operates with absolute integrity; models and reinforces a clearly defined set ...

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Showing results 41-60

All JobsVice President Defined Contribution JobsVice President Defined Contribution Jobs in Springfield, NJ

Vice President Defined Contribution information

See Springfield, NJ salary details

$45.3K

$164K

$289K

How much do vice president defined contribution jobs pay per year?

As of Sep 7, 2026, the average yearly pay for vice president defined contribution in Springfield, NJ is $164,044.00, according to ZipRecruiter salary data. Most workers in this role earn between $119,800.00 and $197,900.00 per year, depending on experience, location, and employer.

What does a vice president defined contribution do?

A Vice President of Defined Contribution typically oversees the management and strategic direction of defined contribution retirement plans, such as 401(k) plans, within a financial institution or corporation. Their responsibilities include ensuring regulatory compliance, developing plan offerings, managing client relationships, and leading teams that administer these plans. They also work to improve plan performance, enhance participant engagement, and stay current with industry trends and legislative changes. This role requires strong leadership, deep industry knowledge, and excellent communication skills to effectively serve clients and drive business growth.

What are the key skills and qualifications needed to thrive as a vice president defined contribution?

To thrive as a Vice President, Defined Contribution, you need deep expertise in retirement plan management, compliance, financial analysis, and a bachelor's degree in finance or a related field (often enhanced by a CFA, CIMA, or similar certification). Proficiency with recordkeeping platforms, retirement plan administration software, and regulatory systems like ERISA is typically required. Exceptional leadership, strategic thinking, and client relationship management skills help differentiate top performers in this role. These qualifications are vital for driving business growth, ensuring regulatory compliance, and delivering superior client solutions in the competitive retirement plan industry.

What are some common challenges faced by a vice president defined contribution when managing large retirement plan portfolios?

A Vice President of Defined Contribution often faces challenges such as staying current with evolving regulatory requirements, managing diverse client expectations, and ensuring the competitiveness of plan offerings. Balancing the needs of multiple stakeholders—including plan sponsors, participants, and internal teams—can be complex, especially when introducing new investment options or plan features. Additionally, maintaining operational efficiency and driving participant engagement through education and communication initiatives are ongoing priorities. Successful VPs leverage cross-functional collaboration and proactive problem-solving to navigate these challenges effectively.

What is the difference between Vice President Defined Contribution vs Vice President Retirement Plans?

AspectVice President Defined ContributionVice President Retirement Plans
Primary FocusManaging defined contribution plan strategies and operationsOverseeing overall retirement plan offerings and client solutions
CertificationsCFP, CFA, or actuarial credentials often preferredSimilar certifications, with emphasis on retirement planning expertise
Work EnvironmentFinancial services firms, plan providers, or consulting firmsFinancial institutions, plan administrators, or consulting firms
Industry UsageCommonly used in pension and retirement plan sectorsBroader, includes retirement plan design and management

The Vice President Defined Contribution typically focuses on managing specific defined contribution plans like 401(k)s, while the Vice President Retirement Plans oversees a wider range of retirement solutions. Both roles require similar credentials and work in comparable environments, but their scope and responsibilities differ slightly, with the former concentrating on plan-specific strategies and the latter on overall retirement offerings.

What cities near Springfield, NJ are hiring for Vice President Defined Contribution jobs?

Cities near Springfield, NJ with the most Vice President Defined Contribution job openings:

Vice President Defined Contribution jobs near you
Infographic showing various Vice President Defined Contribution job openings in Springfield, NJ as of August 2026, with employment types broken down into 1% As Needed, 88% Full Time, 9% Part Time, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $164,044 per year, or $78.9 per hour.

Vice President-Human Resources

Good Shepherd Services

New York, NY • On-site

$160K/yr

Full-time

Re-posted 3 days ago

Good Shepherd Services rating

8.3

Company rating: 8.3 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

Job description

Job Title: Vice President- Human Resources
Reports To: Chief Human Resource Officer
Location: 305 7 th Avenue New York N.Y., NY 10001
Hours: 35/hours Exempt.
Annual Salary Range: 147k-$160k
Position Summary
The Vice President of Human Resources partners with the CHRO to lead the strategy and execution of HR operations, with a strong emphasis on Compensation, HRIS, and data integrity. This role is responsible for ensuring accurate and compliant compensation/benefits processing, optimizing HR systems, and maintaining reliable employee data to support organizational decision-making.
The VP provides oversight of HRIS administration, system integrations, reporting, and process improvements, while also managing related functions such as benefits, compensation, talent acquisition, onboarding, and compliance. This leader leverages data and technology to strengthen workflows, enhance reporting capabilities, and improve overall employee experience.
With a focus on continuous improvement, this role ensures HR systems and processes are efficient, scalable, and aligned with the organization's mission and commitment to equity and trauma-informed practice.
Key Responsibilities
Leadership & Strategy
  • Partner with the CHRO to develop and implement strategic HR initiatives aligned with organizational priorities.
  • Provide leadership and oversight to HR leadership teams.
  • Drive organizational change initiatives and support leaders through transitions.
  • Ensure alignment of HR strategies with diversity, equity, and inclusion (DEI) goals.
HR Operations & Systems
  • Design and oversee compensation structures, salary administration, and equity audits.
  • Develop competitive benefits programs aligned with organizational strategy.
  • Provide guidance on compensation decisions for hiring and promotions.
  • Lead the annual benefits renewal and open enrollment process with data analysis, cost modeling, contribution strategy modeling, and employee communication content
  • Partner with HR technology and Payroll teams to ensure data integrity across compensation and benefits systems; flag discrepancies and lead resolution
  • Set goals and standards for expected performance of payroll staff and develop improvement plans when applicable.
  • Manages third party vendor relationships and interfaces (i.e. ADP, Workforce Now, Clear Company; etc)
  • Support all system upgrades of payroll-related modules; ensure integrity of all payroll-related data.
  • Supports HRIS/Benefits on all projects impacting payroll data.
  • Evaluate new technologies and process improvements to enhance efficiency.
Performance Management & Development
  • Design and implement performance management systems
  • Support leadership development and succession planning initiatives.
  • Develop staff engagement surveys and analyze results to improve retention.
  • Collaborate on onboarding and career development frameworks.
Talent Acquisition & Workforce Planning
  • Set strategic direction for recruitment and talent acquisition functions.
  • Develop workforce planning strategies to meet current and future staffing needs.
  • Develop and implement employee retention strategies to improve workforce stability.
  • Provide leadership, coaching, and accountability for recruitment staff.
  • Monitor recruitment metrics including time-to-fill, cost-per-hire, and pipeline effectiveness.
Employee Relations & Compliance
  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Maintain and update HR policies, procedures, and Employee Handbook.
  • Promote a safe, respectful, and inclusive workplace culture.
Leadership Core Competencies
  • Strategic thinking with the ability to align HR initiatives with organizational goals.
  • Data-driven decision-making and analytical capability.
  • Commitment to equity, inclusion, and trauma-informed practices.
  • Strong relationship-building and stakeholder engagement skills.
  • Emotional intelligence, self-awareness, and professionalism.
  • Ability to lead change and navigate complex organizational dynamics.
  • Collaborative leadership style that promotes shared decision-making.
Qualifications
  • Bachelor's Degree required.
  • Master's degree preferred in Human Resources, Business Administration, or related field.
  • 8�10 years of progressive Senior HR leadership experience across multiple functional areas.
  • Minimum of 3-5 years managing talent acquisition and onboarding teams
  • 5-7 recent years & direct experience navigating; implementing HR Systems specifically ADP Workforce now required . Experience in Recruitment ATS; Clear Company preferred.
  • Demonstrated success implementing HR strategies and large-scale initiatives.
  • Advanced project management and organizational skills.
  • Excellent communication, interpersonal, and leadership abilities.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Advanced Microsoft Office skills, particularly Excel.
  • Experience in the nonprofit or social services sector strongly preferred.

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