Financial Advisor - Wealth Services

Edelman snags retirement advisory team leader formerly of OneDigital, Alera Group. Christian Mango will take the newly created role with the goal of further syncing Edelman Financial Engines' workplace investments business with its financial planning and wealth advice. Alex Ortolani, Senior Reporter, Wealth Management August 11, 2026 Edelman Financial Engines, the registered investment advisor and 401(k) managed account provider, has hired a retirement plan advisor lead with recruiting and M&A experience, most recently at OneDigital, as well as experience in financial wellness and planning for retirement plan participants. Christian Mango will join Edelman as senior vice president and retirement advisory practice lead at the Santa Clara, Calif.-based RIA, the firm announced Tuesday. In the newly created role, Mango will work to strengthen the ties between Edelman's workplace retirement benefits business and financial planning, participant engagement and personalized wealth advice. "This is really about leading the growth of the retirement plan services business here and focusing on advancing the firm's strategy to deliver market-leading fiduciary retirement solutions," Mango said. The retirement plan industry executive was drawn to the "scale of the opportunity" with Edelman, noting that one of the country's largest 401(k) managed account providers and wealth managers, which oversees more than $300 billion in assets, has a "track record" in both workplace benefits and wealth planning. "That workplace to wealth engagement platform they've been so good at it gives us an opportunity to reach people earlier in their financial lives," Mango said. "Workplace is where that financial journey often begins... and we are not just improving retirement outcomes, but giving participants a pathway they might not otherwise have access to." Mango will also be responsible for acquisitions and advisor recruiting for the division, something he had been doing at OneDigital and, before that, at the Alera Group, where he was national practice leader for retirement plan services. He said Edelman will be a draw for retirement plan advisors partly because many of its over 1 million clients have small businesses that need 401(k) advice and management. "That is a tremendous opportunity for a retirement plan advisor to join us because there's such a natural synergy there to provide additional services to those business owner clients," he said. Mango hadn't been with OneDigital long, having joined in July 2025 as senior vice president of corporate development, and then departing in April 2026 to briefly run his own consulting firm. He said a role going back to building a retirement plan services division was a draw for the move to Edelman. From 2019 to 2022, Mango led a financial wellness program at RIA Prime Capital called Financial Fitness for Life, which offered financial coaching and wellness services to 401(k) plan participants. "EFE has market-leading capabilities in investments, in engaging retirement plan participants and in connecting the workplace to wealth planning," CEO Ralph Haberli said in a statement about the hire. "The opportunity to extend and scale those capabilities to retirement plan advisers and smaller plans is significant, and we're excited to have Christian on board to help us realize that potential." Haberli took over from Jay Shah in October 2025. In May of this year, he engineered leadership changes that included hiring Steve Gaven from SageView Advisory as chief financial officer to replace Suzanne van Staveren and restructuring the wealth planning leadership team to bolster its planning capabilities and advisor recruiting. Senior Reporter, Wealth Management Alex Ortolani is a New York-based senior reporter with Wealth Management with a focus on deals, moves and trends in the registered investment advisor space. In addition to financial and business reporting, he has worked in media relations and corporate communications for tech firms and Fortune 500 companies.

Baldwin's Nolato Contour set to receive national health care award. * tom stangl * jul 31, 2026 * 0. Nolato Contour will be honored as a 2026 Rosie Award winner by Health Rosetta during RosettaFest 2026, a national gathering of employers, benefits advisors and clinicians set for July 29-31 at the Gaylord Opryland Resort in Nashville, Tennessee. The award will be presented July 30. The Baldwin manufacturer, which employs 358 people at its polymer material design and manufacturing plant, will be recognized for the fourth consecutive year for building a health plan that outperforms the market on cost, quality and employee experience. The Health Rosetta ecosystem covers more than 10,000 employer and public-sector health plans nationwide. This year, more than 2,000 plans were evaluated, 182 advanced as finalists and 88 were ultimately named Rosie Award winners, according to Health Rosetta. Rosie Award winners are chosen using three measures: a score on Health Rosetta's Plan Grader benchmark, how strategically a company reinvests its Health Rosetta Dividend, savings generated through better plan design, back into its workforce and community, and a willingness to share what has worked with other employers. Nolato Contour Director of Human Resources April Robelia said the recognition reflects the company's approach to employee benefits. "We're proud to be recognized as a Rosie Award winner for the fourth consecutive year because it reinforces that putting employees first is the right investment," Robelia said. "Our goal has been to provide benefits that support the health and well-being of our workforce while delivering long-term value." For employees and their families, the recognition translates into easier access to care, benefit dollars that go further and a benefits package built around their lives, according to Health Rosetta. In a competitive job market, company officials said that approach helps Nolato Contour attract talent while supporting the employees who already work there. Nolato Contour's health plan was designed in partnership with Health Rosetta Advisor Kristi Cherney of Alera Group. Cherney said the company has been intentional about building a plan that gives employees access to high-value providers, onsite clinic support and a strategy focused on better health outcomes. Nolato Contour is also part of the ThriveTogether Collaborative Health Plan, a community-based employer collaboration curated by Alera Group that brings employers, advisors, providers and care partners together to improve access and simplify navigation for patients. Nolato Contour is part of the global Nolato Group and specializes in developing and manufacturing advanced polymer products for the medical technology and pharmaceutical industries.

Legal alert: IRS issues ACA affordability percentage adjustment for 2027. July 24, 2026. The Internal Revenue Service (IRS) has released Rev. Proc. 2026-26, which contains the inflation adjusted amounts for 2027 used to determine whether employer-sponsored coverage is "affordable" for purposes of the Affordable Care Act's (ACA) employer shared responsibility provisions and premium tax credit program. As shown in the table below, for plan years beginning in 2027, the affordability percentage for employer mandate purposes is indexed to 10.22%. While not as significant of an increase as 2025, it marks the first time the percentage has exceeded 10%. The IRS has also released Rev. Proc. 2026-22, which contains the indexed amounts used to calculate employer shared responsibility payments (ESRP) for 2027. Under the ACA, applicable large employers (ALEs) must offer health insurance coverage to full-time employees. If an ALE does not offer coverage (or does not offer affordable coverage), it may be subject to an ESRP. An ALE is an employer that employed 50 or more full-time equivalent employees on average in the prior calendar year. Coverage is considered affordable if the employee's required contribution for self-only coverage under the employer's lowest-cost, minimum value plan does not exceed 10.22% of the employee's household income in 2027 (prior years are also shown above). An ALE may rely on one or more safe harbors in determining if coverage is affordable: W-2, Rate of Pay, and Federal Poverty Level. If the employer's coverage is not affordable under one of the safe harbors and a full-time employee is approved for a premium tax credit for Marketplace coverage, the employer may be subject to an ESRP. Since 2019, the individual mandate penalty imposed on individual taxpayers for failure to have qualifying health coverage was reduced to $0 under the Tax Cuts and Jobs Act, effectively repealing the federal individual mandate. A previous lawsuit challenging the constitutionality of the ACA due to this change to the individual mandate penalty was unsuccessful. The employer mandate has not been repealed, and the IRS continues to enforce it through Letter 226J. The IRS is currently enforcing employer shared responsibility payments for tax year 2024 as well as enforcing the reporting requirement itself. The IRS aggressively enforces the ACA reporting requirement, notifying applicable large employers via Letter 5699 if the IRS has not received the employer's forms 1094-C and forms 1095-C. Federal Poverty Level (FPL) Safe Harbor for 2027 Employers using the FPL safe harbor to ensure their coverage is affordable may set a required employee contribution that does not exceed 10.22% of the mainland single federal poverty line in effect within six months before the start of the plan year, divided by 12. For calendar year 2027 plans, this means that the FPL safe harbor is calculated by taking the 2026 FPL ($15,960) multiplying by 10.22%, and dividing by 12 to get a monthly rate of $135.926. While in many cases, the IRS permits standard rounding (such as to $135.93), a cautious approach is to set the FPL safe harbor at $135.92 for calendar year 2027plans. Action Items for Employers This change in the affordability threshold for next year gives employers a good-sized increase from 2026 in terms of setting affordability. As such, Applicable Large Employers should do the following in preparation for 2027: * Familiarize themselves with the updated, increased affordability percentage for plan years beginning in 2027. * Factor in this increase when setting employee contribution rates for plan years beginning in 2027 to ensure coverage will be affordable. For employers with non-calendar year plans, use the affordability percentage in place at the start of the plan year. * Be prepared to file forms 1094-C and 1095-C with the IRS electronically in 2027. * Check to ensure prior year forms have been filed and accepted by the IRS. Employers who e-file receive a receipt ID if their filing is "accepted" or "accepted with errors." About the Author. This alert was prepared for Alera Group by Barrow Lent LLP, a national law firm with recognized experts on ERISA and the Affordable Care Act. Contact Stacy Barrow or Nicole Quinn-Gato at [email protected] or [email protected]. The information provided in this alert is not, is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, its lawyers, or its clients. This is not legal advice. No client-lawyer relationship between you and its lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Barrow Lent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions.