Managing Director and Head of Brotherhood Retirement

• →Build and lead the firm from an early-stage base, establishing the operating model, priorities, and disciplines needed to scale in alignment with the firm’s mission and values.
• →Develop the firm’s growth plan (plans, participants, assets under advisement, revenue, and profitability) for Board approval, execute against it, and report progress to the Board on a regular cadence.
• →Own the annual budget, profit-and-loss results, and path to profitability, operating within the authority limits the Board sets for hiring, compensation, capital commitments, and material vendor and client agreements.

• Set the standard for the firm’s advisory approach: financial planning, church plan fiduciary process under 3(21) and 3(38) service models, investment committee discipline, and client stewardship.
• Own the selection of recordkeepers, custodians, and other providers, including fee benchmarking and RFPs on behalf of plan clients, consistent with the firm’s fee-only, faith-aligned positioning.
• Maintain practitioner-level command of church plan structures and of the financial planning needs of pastors, church staff, and plan participants.

• Support the Director of Retirement Plan Sales in business development, engaging directly in the sales process with large and strategic plan sponsors, denominations, and associations, and represent BR at denominational and industry conferences.
• Partner with the Director of Retirement Plan Sales to scale the sales engine: define the target market and pipeline process, set pricing and service tiers for church plans, and resource the sales team with plan consultants and support staff.
• Build the referral engine with Brotherhood Mutual’s agent force, Brotherhood Works payroll and HR clients, and its relationships with more than 67,000 ministries, and represent BR within the parent organization.
• Launch and grow the participant and pastor wealth offering (financial planning, rollover, and advice services for plan participants) as the second growth engine alongside plan advisory

• Recruit, hire, and develop the founding team, prioritizing builders who can operate in an early-stage environment, and lead them directly until the firm’s scale justifies a management layer.
• Foster a culture of accountability, collaboration, humility, and excellence rooted in stewardship principles, and model it personally through integrity, servant leadership, and wise decision-making.

• Work closely with the Chief Compliance Officer to integrate compliance into business decisions without compromising the CCO’s independence, and ensure the compliance function is resourced and empowered from the outset, consistent with SEC expectations of senior management under Advisers Act Rule 206(4)-7.
• Partner with Operations and Technology leadership to ensure systems, workflows, and vendor relationships support scalability and risk management.

Skills and Knowledge
The requirements listed below are representative of the knowledge, skills, abilities and/or education required to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

• Proven ability to lead complex, multi-disciplinary teams in a regulated financial services environment.
• Financial acumen, including budgeting, P&L management, the unit economics of plan advisory, and runway and breakeven planning.
• Exceptional communication and relationship-building skills, with the presence to operate as a visible leader and trusted decision-maker with staff, clients, partners, and the Board.
• High integrity, professionalism, and alignment with BR’s mission and values.

Education and Experience
Degree Requirement, Years' Experience, and Certifications

• Bachelor’s degree required; advanced degree preferred.
• Active Series 65 license required; CFP®
• Minimum of 10 years of experience in financial services leadership, including significant experience as a practicing financial advisor required.
  CFA®, ChFC®, PFS, or CIC designation preferred. Must maintain all applicable investment adviser representative registrations in good standing.
• Retirement plan fiduciary designation (AIF®, CPFA®, QPFC, or comparable) preferred.
• Track record of building or scaling a financial services business, whether as a founder, as an early senior leader of a high-growth advisory or retirement plan firm, or as the leader who launched a new business within a larger institution, required.
• Demonstrated experience in faith-based investing and serving mission-driven individuals and organizations strongly preferred.
• Deep experience with retirement plans, including 401(k), 403(b), and church plans, required. Church plan experience should include non-ERISA 403(b)(9) retirement income accounts, denominational and multiple-employer plan arrangements, housing allowance designations for ministers, and 3(21)/3(38) fiduciary service models.
• Experience operating a business within a larger corporate parent, balancing parent governance, brand, and compliance expectations with startup speed, strongly preferred.
• Demonstrated experience supporting a sales team and participating directly in winning large institutional or plan sponsor relationships, strongly preferred.
• Experience operating within an SEC-registered RIA environment strongly preferred.

Terms & Conditions

This description is intended to describe the general content of and requirements for the performance of this position. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements.

Because the company’s niche is the church and related ministries market, and because effective service requires a thorough understanding of this market, persons in this position must be familiar with church operations and must conduct themselves in a manner that will neither alienate nor offend persons within this target niche.

Brotherhood Mutual Insurance Company reserves the right to modify, interpret, or apply this position description in any way the company desires. This job description in no way implies that these are the only duties, including essential duties, to be performed by the employee occupying this position. This position description is not an employment contract, implied or otherwise. The employment relationship remains “at-will”.