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This profile was last updated on 11/6/15  and contains information from public web pages and contributions from the ZoomInfo community.

Ms. Sue Reibel

Wrong Sue Reibel?

Senior Vice President and General...

Phone: (518) ***-****  
Local Address:  BMath 1988 , Canada
Manulife Financial Corporation
200 Bloor Street East
Toronto , Ontario M4W 1E5

Company Description: Manulife Financial Corporation (MFC) is a Canada-based financial services group serving customers in 22 countries and territories around the world. The Company...   more

Employment History

46 Total References
Web References
Sue Reibel, senior ..., 24 Sept 2015 [cached]
Sue Reibel, senior vice-president of consumer solutions at Manulife, says if you're coming off your parents' group plan or another insurance plan, time is of the essence. You generally have about 60 days when you can roll yourself into an individual plan without going through underwriting.
"You've got an opportunity to get a preferential purchase," she said. "If you pass that time frame, then you're buying (while) taking all of your individual circumstances into account and it may affect your price."
Reibel noted that when insurance shoppers consider what they need, it's important to understand what other coverage they already have and what they need so they don't end up paying for non-essential items or lacking insurance for something they could have anticipated.
"It is understanding where your personal gaps are," she said.
"We feel we bang our heads ..., 20 May 2014 [cached]
"We feel we bang our heads against the wall on that," said Sue Reibel, senior vice-president of group benefits and retirement solutions at Manulife Financial Corp.
"They're leaving money on the table ... You'd be surprised at how many people are in that situation that aren't taking advantage of it," Ms. Reibel said in an interview. They're "essentially leaving a pay raise on the table."
It is difficult to get an overall picture of the numbers and dollar figures involved, but, by way of example, she said about 40% of employees at one of the biggest pension plans administered by Manulife are not taking full advantage of the employer fund-matching.
"I don't think some [people] even ..., 3 Dec 2014 [cached]
"I don't think some [people] even know they're leaving money on the table," said Sue Reibel, senior vice-president of business development at Manulife Financial.
Ms. Reibel cited one Canadian multi-national that redesigned its plan so that employees in the pension plan were automatically enrolled at the maximum optional contribution level, and were required to opt out. Before the change, only 40% of employees made optional contributions.
After the redesign, more than half the employees, 55%, stayed with the maximum optional contribution. A further 20% of workers switched to smaller optional contributions where the employer still kicked in.
"It's a totally behavioural-based outcome," Ms. Reibel said.
Sue Reibel, Senior Vice ..., 23 June 2013 [cached]
Sue Reibel, Senior Vice President and General Manager, Group Retirement Solutions, Manulife Financial
Join this session and bring your questions for what promises to be a lively discussion led by panellists Sue Reibel and James Pierlot.
Sue is a Senior Vice-President of Business Development with Manulife Financial and James is a Principal with Pierlot Pension Law in Toronto.
"As the DC industry continues to ..., 22 Sept 2014 [cached]
"As the DC industry continues to evolve, pension plan sponsors are recognizing that their members are getting closer to retirement and that their previous focus of just helping their employees save enough for retirement needs to expand," says Sue Reibel, senior vice-president, business development, group benefits and retirement solutions, with Manulife Financial. "Still, I don't believe that means the employer wants to retain accountability for that employee after they retire."
Reibel recounts a story where, three years ago, she was in a room with 50 different Manulife employer clients as part of an annual professional development session. The employers were asked if they felt any obligation to support their employees in retirement. Only three senior HR executives put up their hands. The employers were also asked if they felt the need to provide their members with any financial planning advice in preparation for retirement. Reibel says maybe 30% said yes.
"I don't think we'll see this rush of employers wanting to maintain DB-like accountability for their employees because it's about more than just retirement dollars," explains Reibel. "It's about health benefits, too. And we're seeing most employers in the private sector go the opposite way on those retiree benefits: employers are trying to get away from being responsible for the health benefits of their retired employees."
Reibel believes the DC industry, as a whole, needs to move toward offering a variety of post-retirement options that satisfy both the pension plan sponsors that want to take on more responsibility for their employees post-retirement and the retirees who don't have that support.
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