Safe harbor, traditional, or Roth 401(k). ERISA testing and payroll deductions handled in-house. No separate TPA, no double invoices.
Benefits director scopes plan design. Payroll team runs deductions. Accounting lead reconciles Form 5500. Same specialists, every cycle.
We help you choose the right plan structure, then manage all the ongoing administration.
Discretionary employer match. Annual ADP/ACP testing required.
Mandatory employer contribution satisfies testing. HCEs max out without restriction.
Sole proprietors, partners, S-corp owners with no W-2 staff (other than spouse).
Four phases of retirement-plan administration. Every one owned by a specialist you already know.
Select traditional, safe harbor, or owner-only. Configure eligibility, vesting, and match structure. Plan documents drafted + filed correctly on day one.
Employee deferrals and employer match flow directly from payroll. Zero reconciliation. Contribution limits enforced automatically.
ADP/ACP (or safe-harbor satisfaction), top-heavy, 415 limit, 402(g) limit tests. Form 5500 prepared and filed on schedule.
Terminated participants receive distribution options per ERISA. Hardship withdrawals, loans, and rollovers processed with proper withholding.
Questions about the process? Let’s talk →
From plan design to IRS filings. The full lifecycle of your retirement-plan administration.
PLAN DESIGN
Plan design matched to your HCE/NHCE mix and match budget. Document drafted, filed correctly on day one. Vesting schedule, eligibility, and match formula configured per your business goals.
3 structuresTraditional, safe harbor, owner-only
PAYROLL-SYNCED
Deferrals + match flow directly from every payroll run. Contribution limits enforced in-flight. No over-contribution errors. Census files generated for the recordkeeper with zero manual handoff.
Every payRun · zero manual entry
NONDISCRIM TESTING
Annual testing handled in-house. Traditional plans get ADP/ACP; safe harbor satisfies automatically. Top-heavy, 415 limits, 402(g) limits: all tracked and tested before filing.
In-houseTesting · no separate TPA
FORM 5500 + RECORDKEEPER
Form 5500 prepared and filed by July 31. Recordkeeper (Guideline, Human Interest, others) coordinated via automated census + contribution files. One invoice, one point of contact.
19+ yrOn-time 5500 streak · est. 2007
LIFE EVENTS
Terminated participants receive distribution options per ERISA. Hardship withdrawals, loans, in-service distributions: processed with proper withholding and participant notice.
ERISACompliant distributions · all events
SECURE 2.0 + STATE MANDATES
SECURE 2.0 startup credit scoped (up to $5,000/yr for 3 years). State-mandated retirement program compliance (CalSavers, OregonSaves, Illinois Secure Choice, others) handled via qualified plan alternative.
$5,000/yrStartup credit · 3 years
Tell us your employee count, HCE/NHCE mix, and match budget. We'll project your SECURE 2.0 tax credit (up to $5,000/yr for 3 years), recommend a plan structure, and show projected employer cost.
“We set up a Safe Harbor 401(k) to retain mid-career employees, and the SECURE 2.0 tax credit covered most of our year-one startup costs. Their team handled plan design, drafting, and Form 5500. Because contributions post straight from payroll, I never reconcile a deduction manually.”
Employee deferrals hit payroll the day they enroll. Employer match posts automatically. Recordkeeper gets the census file every run. Zero double entry.
Employee deferrals + employer match deducted every payroll run. Contribution limits enforced in-flight.
Enrollment status, vesting progress, distribution events, and beneficiary designations on the employee record.
Census + contribution files generated automatically every payroll for Guideline, Human Interest, or other recordkeepers.
Want this for your team? Let’s talk →
Still have a question? Let’s talk →
Talk to a benefits director who has run plan design for 500+ small-employer plans. No separate TPA. No double invoices.
