Executive Benefits
Executive benefits include specialized programs, each designed to help retain and reward the valued employees who drive an organization’s success.
Marketplace differentiators for competitive employers
Nonqualified Deferred Compensation
Strategically designed NQDC plans help retain valued talent while supporting the team's financial security and stability.
An experienced executive benefits team defined by insight, integrity and innovation.
Data sources: OneDigital internal recordkeeping and FINRA BrokerCheck
606
Executive benefit plansdesigned, implemented or strategically managed by our team.
*As of 1/2/2026
43
Experienced advisors, consultants and support team membersexclusively focused on delivering timely and effective executive benefits services.
*As of 1/2/2026
30
Years of experience (average)by senior leadership on the OneDigital Executive Benefits team.
*As of 1/2/2026
Services to support your organization, every step of the way
Analysis
Benefits strategies that align with your organization’s objectives
Understanding your “why” is the most important first step in helping your organization establish or define its executive benefits strategy. We help you assess where your organization is now and what you would like your benefits plan to help you achieve in the future.
CONNECT WITH THE EXECUTIVE BENEFITS TEAM
Let’s talk about your goals. Our team is ready to answer your questions and work with you to build strategies that help inspire leaders and target success.
Executive Benefits FAQs
Understanding the opportunities of a purposefully designed executive benefits strategy will help you identify ways well-designed plans may help your company reach organizational goals.
Executive benefits are specialized compensation and reward programs designed to help attract, retain and reward key leaders.
Organizations use executive benefits to help stay competitive in recruiting and retaining top leadership, align performance with company goals and provide additional financial security for plan participants that standard plans may not offer due to contribution limits or nondiscrimination testing.
Executive benefits are typically nonqualified, meaning they are not subject to the same IRS contribution or nondiscrimination rules as qualified plans, such as a 401(k).
Yes. Internal Revenue Code (IRC) §409A governs nonqualified plans and sets rules for deferral elections, distributions and penalties for noncompliance.
Key considerations include regulatory compliance, funding volatility and potential interest rate sensitivity. While nonqualified plans may involve fewer restrictions than qualified plans, they still require careful design, documentation and ongoing evaluation.
Yes. Nonprofits may use 457(b) and 457(f) plans or split dollar life insurance arrangements to provide supplemental retirement benefits to executives, subject to applicable IRS rules and excise tax considerations under IRC §4960.
Life insurance may be used as an informal funding vehicle to help offset plan costs. The policy’s cash value can grow tax-deferred and may be used to help meet long-term benefits obligations while providing death benefit protection for the organization or the participant’s family.
A thorough review of the organization’s goals, peer benchmarking, tax position and executive demographics are all essential. Working with an experienced executive benefits team can help ensure a plan is designed to be compliant, cost-effective and aligned with organizational objectives.
Connect with our Executive Benefits Team
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