"Adequate Now, Inoperable in the Future" - Structural Issues in Corporate Pension Fund Staffing Revealed (from 2026 Operations Survey)
Sango Platforms Co., Ltd. released a survey showing that over 80% of corporate pension funds struggle to find replacement staff. Despite current adequate levels, 73% of funds foresee future risks due to high specialization and limited recruitment channels.
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- 📰 Published: April 28, 2026 at 19:00
- 🔍 Collected: April 28, 2026 at 10:32
- 🤖 AI Analyzed: April 28, 2026 at 14:16 (3h 44m after Collected)
Sango Platforms Co., Ltd. (Headquarters: Shibuya-ku, Tokyo; CEO: Ken Oguma) conducted the 'Survey on the Operational Management of Corporate Pension Funds (2026 Edition)' targeting corporate pension funds nationwide.
The results revealed that corporate pension fund operations are supported by an extremely small number of people, with an average of 1.8 practitioners. Approximately 30% recognized a personnel shortage, and more than 80% responded that they 'struggle to find replacement personnel.'
Even for funds that currently perceive their staffing levels as adequate, 73% clarified that they have challenges in securing future talent.
### Survey Summary Highlights
- Average number of full-time staff is 1.8; 84% of funds operate with 2 or fewer people.
- Approximately 29% recognize a personnel shortage.
- Approximately 81% answered they 'struggle to find replacements.'
- 73% of funds with 'no current shortage' still perceive challenges for future replacements.
- High specialization (recognized by 94%) acts as a barrier to securing talent.
### Background
Corporate pension fund operations require high-level expertise that spans institutional understanding, legal compliance, and practical tasks like benefits, application, and accounting. It is positioned as a specialized field distinct from general administrative roles. However, the pool of practitioners is limited, with a strong structure of dependence on personnel from parent companies and limited utilization of the external talent market. This survey was conducted to clarify the actual status of human resources in this sector.
### Key Findings
1. Small-scale operations are the norm
The number of staff is extremely small, averaging 1.8, and 84% of funds are operated by 2 or fewer people. This structure easily leads to 'person-dependency,' where operations rely heavily on specific individuals.
2. Gap between current adequacy and future risks
While about 60% of respondents said their current personnel level is 'mostly appropriate,' 73% of them also answered that they will 'struggle with future personnel replacements.' Current adequacy does not guarantee future stability.
3. Difficulty in personnel replacement
81% of corporate pension funds responded that they 'struggle' to find replacements when a staff member leaves. This is influenced by low labor mobility and high specialization.
4. Recruitment relies on parent companies
Recruitment mainly centers on supply from parent companies, and the use of external markets such as recruitment agencies remains limited.
5. Perceived effectiveness vs. actual use of outsourcing
While 61% recognize outsourcing as effective, actual utilization remains at only 6%, indicating a large gap between perception and reality.
### Observation
What this survey indicates is not a simple problem of 'not enough people,' but a 'structure where people are not developed and operations become unsustainable.' Small systems, high specialization, and low labor mobility create a structure where person-dependency and lack of successors occur chronically. This structure manifests as an operational risk during sudden vacancies or institutional revisions.
### Future Directions
The following responses are considered important for corporate pension funds:
- Standardization and manualization of operations
- Design of knowledge sharing and succession plans
- Appropriate utilization of external support
- Sharing of insights between funds
### Survey Overview
- Target: Corporate pension funds nationwide
- Method: Questionnaire survey
- Period: February to March 2026
- Responses: 31 funds
### Company Profile
Sango Platforms Co., Ltd.
Headquarters: Shibuya-ku, Tokyo
CEO: Ken Oguma
Specializing in the corporate pension field, providing services such as recruitment, consulting, and operational support.
The results revealed that corporate pension fund operations are supported by an extremely small number of people, with an average of 1.8 practitioners. Approximately 30% recognized a personnel shortage, and more than 80% responded that they 'struggle to find replacement personnel.'
Even for funds that currently perceive their staffing levels as adequate, 73% clarified that they have challenges in securing future talent.
### Survey Summary Highlights
- Average number of full-time staff is 1.8; 84% of funds operate with 2 or fewer people.
- Approximately 29% recognize a personnel shortage.
- Approximately 81% answered they 'struggle to find replacements.'
- 73% of funds with 'no current shortage' still perceive challenges for future replacements.
- High specialization (recognized by 94%) acts as a barrier to securing talent.
### Background
Corporate pension fund operations require high-level expertise that spans institutional understanding, legal compliance, and practical tasks like benefits, application, and accounting. It is positioned as a specialized field distinct from general administrative roles. However, the pool of practitioners is limited, with a strong structure of dependence on personnel from parent companies and limited utilization of the external talent market. This survey was conducted to clarify the actual status of human resources in this sector.
### Key Findings
1. Small-scale operations are the norm
The number of staff is extremely small, averaging 1.8, and 84% of funds are operated by 2 or fewer people. This structure easily leads to 'person-dependency,' where operations rely heavily on specific individuals.
2. Gap between current adequacy and future risks
While about 60% of respondents said their current personnel level is 'mostly appropriate,' 73% of them also answered that they will 'struggle with future personnel replacements.' Current adequacy does not guarantee future stability.
3. Difficulty in personnel replacement
81% of corporate pension funds responded that they 'struggle' to find replacements when a staff member leaves. This is influenced by low labor mobility and high specialization.
4. Recruitment relies on parent companies
Recruitment mainly centers on supply from parent companies, and the use of external markets such as recruitment agencies remains limited.
5. Perceived effectiveness vs. actual use of outsourcing
While 61% recognize outsourcing as effective, actual utilization remains at only 6%, indicating a large gap between perception and reality.
### Observation
What this survey indicates is not a simple problem of 'not enough people,' but a 'structure where people are not developed and operations become unsustainable.' Small systems, high specialization, and low labor mobility create a structure where person-dependency and lack of successors occur chronically. This structure manifests as an operational risk during sudden vacancies or institutional revisions.
### Future Directions
The following responses are considered important for corporate pension funds:
- Standardization and manualization of operations
- Design of knowledge sharing and succession plans
- Appropriate utilization of external support
- Sharing of insights between funds
### Survey Overview
- Target: Corporate pension funds nationwide
- Method: Questionnaire survey
- Period: February to March 2026
- Responses: 31 funds
### Company Profile
Sango Platforms Co., Ltd.
Headquarters: Shibuya-ku, Tokyo
CEO: Ken Oguma
Specializing in the corporate pension field, providing services such as recruitment, consulting, and operational support.