Sentinel is an equal opportunity employer and welcomes everyone to our team. Join our amazing team a reputation for professional excellence and a great workplace environment! If interested in joining our team of talented long-term and dedicated benefits and financial professionals, please send resume TODAY! Commitment to integrity, excellence, and the highest standards of ethics.An interest in obtaining Life Accident & Health licenses and CFP.Bachelor’s degree or substantive experience.ERISA and retirement plan knowledge (or interest in obtaining the necessary knowledge).Proficient in Microsoft Office applications. That is what our team members have said about working at Sentinel, as they have shared these feeling in surveys which earned us the following recognition:Ī Top Place to Work in 2020 by The Boston GlobeĪa Top Workplace USA Award from Energage in 2021, 2022, and 2023. Our team care about our company and each other!įlexible, Welcoming, and with a Family-like Feel. We are a group of forward-thinking innovative financial professionals who are close-knit, support each other, and genuinely like working together. Retirement Plan with 3.75% Employer Match.12 Paid Holidays (10 stated and 2 floating holidays).PTO (vacation, sick, personal time bank).Guarantee Salary range is $60K - $80K ($50K - $60K for Junior Financial Planner role)Īnd an OUTSTANDING Benefits Package with just a few highlights below: We Provide a Generous Salary, Guarantee Based on Experience Their expertise supports all aspects of financial planning including investment strategy, insurance, aligning with our client’s short and long term goals and helping them become financially fit. Our Retirement Benefit Advisors/Financial Planners have a proven track record of offering fiduciary guidance to our private client group. Office environment, travel to client sites may be required.Become knowledgable about the key features and benefits of Sentinel’s products and services.Offer life insurance, long term care and disability insurance to current client participants.Build personal relationships with participants.Conduct webinars to communicate the plan.Meet one on one with participants to answer any personal questions about the plan or possible other financial matters.Communicate the retirement plan offering via group meetings at the client company.Assist participants in preparing for the financial aspects of retirement.Engage and educate Sentinel’s retirement plan participants so that they fully understand the retirement plan and make informed decisions for their situation.Ø Our Long-term dedicated management team are always readily available to support our team members and help them grow their book of business. Ø Casual work attire and comfortable work environment with a beautiful office space Ø Flexible work schedule with a hybrid schedule You can rely on us to provide you with quality leads We truly care about our team member’s work / life balance.Īs a result, we value and reward our Team Members in many ways for their efforts. We are NOT a grind-away-your-life company. With nearly 240 team members living our mission to deliver great service- and a 9-year average associate tenure!įrom retirement plans to group health insurance to reimbursement accounts to financial planning, we help people prepare for their future health wealth needs. Therefore, he says, as the law currently stands, a member cannot legally give the “value of the policy” to his spouse in terms of a divorce order, but only up to 100 percent of the pension interest, which is often far less than the policy value.Sentinel Benefits & Financial Group proudly serves more than 3,800 clients throughout the U.S., and for over 35 years. In other words, the “pension interest” has nothing to do with the value of the policy, and it is this fact that is misunderstood or overlooked and which then invariably leads to post-divorce problems. “Pension interest” is defined as the member’s contributions including interest calculated at the statutory rate. This concept of “interest”, referred to as “pension interest”, has been problematic for a number of years, Spreeuwenberg says. * The member (and, subsequently, also the member’s spouse in the case of a divorce) does, however, have an “interest” in the fund. The member can therefore not decide to give the RA to his or her spouse in a divorce order, and the fund cannot give effect to such an order. The policy therefore belongs to the fund it is not owned by the member, and can therefore not be dealt with as the “property” of the member. * The legal structure of a life assurance RA fund is such that when someone applies to the fund to become a member, the fund takes out a life assurance policy (the RA policy) for the benefit of the member.
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