[Hiring] Director of HR Services @Earned

Role Description

The Director of HR Services is one of the senior most people leaders embedded in the business, serving as the primary Human Resources operational partner to the full executive team. This is not a transactional Human Resources role. The right person combines sharp business partnership instincts with deep Human Resources expertise and range: someone who earns credibility with senior leaders by understanding the commercial context, not just the people process, and who can move between strategic counsel and hands-on execution without losing a step.

Qualifications

• 8+ years of progressive HR experience, with meaningful tenure in a senior HR leadership role at a PE-backed, acquisitive, or high-growth company, financial services, professional services, or healthcare services background strongly preferred.
• Demonstrated track record of building people programs from scratch in environments where the infrastructure didn't exist and sound judgment determined what got built and in what order.
• Sophisticated compensation design experience, has rationalized compensation structures across multiple entities or acquired businesses with meaningfully different histories; understands the commercial, retention, and internal equity implications of every design decision.
• Strong instincts for what to build now and what to defer, Earned needs substantive, credible HR processes that reflect the company's current scale, not the infrastructure of an organization three times its size.
• Track record of building trusted, direct relationships with senior leaders, including the credibility and confidence to give candid counsel when it runs counter to the prevailing view.
• Experience in a PE-backed or growth equity-backed environment; familiarity with senior-leadership-level expectations around talent, organizational health, and people strategy.
• UKG proficiency preferred; RIA, CPA firm, wealth management, or financial services background is a meaningful differentiator.

Requirements

• Serve as the primary HR operational partner, understanding the business deeply enough to anticipate people needs before they are stated, and bringing a clear point of view on the people dimensions of every major strategic decision.
• Build trusted, substantive relationships with functional leaders across Growth, Operations, Finance, Technology, and Client Experience, as a thought partner who earns credibility by understanding what each leader is trying to accomplish.
• Provide specific expertise in areas such as role scoping, performance, compensation, and workforce planning, translating Earned's growth strategy, acquisition pipeline, and expansion across service lines into a people strategy that is ahead of the business, not catching up to it.
• Be present across Earned's locations, both corporate and acquired businesses; maintain real visibility into how employees are experiencing the company, what's working, and what isn't, and bring those signals back to leadership in a form they can act on.
• Surface workforce risks proactively: retention exposure, management effectiveness gaps, capability shortfalls, and culture drift, bringing recommended actions, not just assessments.
• Act as an honest, direct voice on people matters, including when the answer is uncomfortable or counter to the prevailing view.
• Design and drive Earned's performance management system: goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement protocols; support these efforts with tools and training for managers.
• Develop the approach to transitioning acquired firms into a common performance framework over time.
• Identify high-potential talent and flag critical-role risk within the current leadership team, partnering with the Head of HR on lightweight development plans as capability gaps emerge.
• Partner with functional leaders to assess team capability against where Earned is headed and identify structural gaps to be closed through development or targeted hiring, particularly in client-facing roles where the ability to recruit and develop internal talent is a strategic differentiator.
• Selectively build leadership capability where Earned needs it most: identify and develop talent in key roles, and establish consistent people-management fundamentals across the manager population, rather than standing up a full leadership development function before the business needs one.
• Lead organizational design work that builds for where Earned is going — spans and layers, decision rights, role architecture, and management structure as the company scales through a combination of hiring and strategic acquisition.
• Own and evolve Earned's job architecture: job leveling, titling, and pay band alignment across all functions, maintaining a framework that is consistent, defensible, and scalable as new entities and service lines join the platform.
• Monitor organizational health through engagement data, retention trends, manager effectiveness scores, and qualitative signals from the field; surface patterns and recommend structural or programmatic responses before they compound.
• Champion Earned's commitment to building a diverse, equitable, and inclusive workplace, embedding those principles into talent practices.
• Design and own Earned's total compensation framework across a multi-entity business where acquired firms have arrived with their own legacy compensation histories.
• Lead ongoing market benchmarking against comparable firms in financial services, wealth management, and high-growth professional services; maintain a living compensation philosophy that leadership can stand behind with candidates and employees alike.
• Own the annual compensation review cycle end-to-end: merit increases, promotion adjustments, bonus payouts, from budget planning through manager communication.
• Partner with Finance on compensation harmonization for acquired employees.
• Manage benefits programs and vendor relationships, evaluating value, cost, and employee experience annually and making recommendations that optimize both.
• Ensure full compliance with compensation and benefits regulations across a growing multi-state, multi-entity footprint that expands with each acquisition.
• Own Earned's HR technology stack — UKG and its adjacent systems: configuration, data integrity, workflow automation, and integrations with payroll, benefits, and other HR-adjacent platforms; partner with IT on access provisioning, security, and any new system implementations as the platform scales.
• Provide oversight on policies, employee handbooks, compliance documentation, and HRIS/people-data reporting (UKG) — ensuring the infrastructure is sound and well-executed.
• Ensure the team maintains a compliance posture that keeps pace with multi-state employment law, RIA-specific regulatory requirements, and the jurisdictional complexity that accumulates with each acquisition — California in particular, given Earned's footprint there — stepping in directly on the highest-stakes calls.
• Set the standard for a consistent, high-quality employee lifecycle — clear processes, documentation, and manager guidance at each stage.
• Partner with Legal on employment matters: terminations, disputes, leave management, and multi-state compliance; serve as the primary point of escalation for employee relations issues and ensure consistent, documented resolution.
• Set a clear and high standard for what excellent HR looks like at Earned: rigorous strategic contribution, disciplined operational execution, and a genuine service orientation toward the employees and leaders you support.
• Model the management behaviors Earned is working to build across the company: direct feedback, genuine investment in development, high accountability, and real care for the people doing the work.
• Come prepared with a clear 30-60-90 day plan and the conviction to execute against it while managing everything else in motion — the business moves fast and expects its senior leaders to move with it.

Benefits

• Salary: $160,000-$200,000 + Performance Bonus Potential.
• Committed to fair and transparent compensation.