Compensation Transparency
Salary Range: $170,000 - $195,000
Bonus eligible
At Earned, we are committed to fair and transparent compensation. Base salary is market-driven and determined at the time of offer based on benchmarks such as role-specific market data, company stage, and factors such as internal equity, relevant experience, interview performance, location, and level.
About the Role
Earned Wealth grows through strategic acquisitions of advisory firms serving physicians and healthcare professionals. M&A is not a periodic event at Earned — it is a continuous growth engine. The Director of HR M&A Integration owns the people workstream for every transaction: from pre-LOI due diligence through full post-close integration. This is a focused, high-impact role — not a generalist HR position — built for someone who specializes in the human side of deals and can run a complex integration workstream independently.
You will report into the People function and partner closely with the M&A / Corporate Development team, Finance, and Legal on every deal. The right person combines deep integration expertise with strong judgment, moves fast without cutting corners, and understands that every acquisition is both a business transaction and a human experience.
Pre-Close: Due Diligence & Deal Support
- Own the HR due diligence workstream for all prospective acquisitions — assessing workforce composition, compensation and benefits structures, employment contracts, retention risks, cultural fit, and HR compliance exposure before close.
- Develop and maintain a standardized HR due diligence framework and data request list; calibrate depth of review based on deal size and complexity.
- Identify key talent in target firms and flag retention risk for critical personnel; provide the deal team with a clear read on human capital quality as an input to deal valuation.
- Review employment contracts, non-compete agreements, change-of-control provisions, and benefit obligations.
- Model compensation harmonization scenarios in partnership with Finance — surfacing cost implications of benefits equalization, pay band alignment, and equity treatment before close.
- Deliver a clear, written HR diligence summary for each transaction that identifies integration risks, deal breakers, required Day 1 actions, and a recommended integration approach.
Post-Close: Integration Execution
- Own the HR integration workstream from Day 1 through the full 12-month post-close period, serving as the primary HR point of contact for acquired firm leaders and employees throughout.
- Execute Day 1 readiness: ensure acquired employees are onboarded onto Earned’s systems, enrolled in benefits, informed of their employment terms, and equipped with the information they need to start with confidence. Lead pulse survey and translating learnings into integration plan.
- Execute on post-close compensation harmonization — bringing acquired employees into Earned’s total rewards framework fairly and competitively without triggering retention risk or internal equity disruption.
- Design and deliver firm-specific change management and communication plans for each integration — executing within the cultural framework and narrative established by the HRBP, and tailoring messaging to the unique context, size, and culture of each acquired firm.
- Manage benefits transitions, COBRA coordination, open enrollment timing, carrier migrations, and 401K migrations for acquired employee populations.
- Coordinate HRIS and payroll migration for acquired employees; ensure data accuracy and a seamless payroll transition with no gaps or errors.
- Build and execute retention strategies for key personnel — including targeted retention agreements, career path clarity conversations, and proactive outreach from Earned leadership during the vulnerability window.
- Track integration health at 30, 60, 90, and 180 days post-close: monitor retention, engagement, cultural cohesion, and benefits adoption; surface early warning signals and course-correct proactively.
Playbook & Process Development
- Design and continuously refine a repeatable, modular HR integration playbook that can be deployed across firm types and sizes — with configurable tracks for different deal structures, firm cultures, and integration timelines.
- Maintain a library of integration templates: communication plans, Day 1 checklists, benefits comparison tools, compensation harmonization models, and 90-day milestone trackers.
- Build and maintain the HR section of Earned’s M&A data room: standard diligence request list, HR rep and warranty language, and post-close compliance checklist.
- Document lessons learned after each integration and incorporate them into playbook updates; build institutional knowledge that improves speed and quality of integration over time.
Cross-Functional Collaboration
- Serve as the embedded HR partner to the M&A / Corporate Development team — present from early diligence, not brought in at signing.
- Partner with Finance on workforce cost modeling, compensation scenario analysis, and integration budget planning.
- Partner with Legal on employment contract review, HR reps and warranties, multi-state compliance, and any workforce actions required post-close.
- Partner with Operations and IT on systems access, equipment provisioning, and platform migrations for acquired employees.
- Coordinate with the broader People team (HRBP, TA, Total Rewards) to ensure integration activity is connected to enterprise people strategy and not siloed.
- Provide regular integration status updates to the CEO, CPO, and M&A leadership; flag risks early and bring recommended actions, not just issues.
What We’re Looking For
- 6+ years of HR experience, with at least 3 years of direct M&A integration ownership — running the HR workstream on transactions, not just supporting the deal team.
- Track record of executing multiple integrations simultaneously, ideally in financial services, professional services, or another regulated industry.
- Solid working knowledge of employment law across multiple states, change-of-control provisions, benefits compliance, and HRIS migrations.
- Experience building integration playbooks and repeatable HR processes in a high-growth, acquisition-intensive environment.
- Strong commercial instincts: you understand deal economics, can model compensation scenarios, and bring financial judgment to HR decisions.
- Excellent communication skills — you can write a clear integration communication for a 10-person firm and brief a CEO on workforce risk in the same day.
- High autonomy and ownership orientation: you define your own work plan, close your own loops, and escalate early when something is at risk.
- Experience with UKG as our HRIS; proficiency in Excel or Google Sheets for compensation and workforce modeling.
- RIA, wealth management, or financial services background is a strong plus.
Benefits
- Competitive base salary, annual performance bonus
- Employer-sponsored health insurance (medical, dental, vision)
- 401k + 5% match
Earned is committed to offering equal employment opportunity in all employment practices and employment decisions are based on an individual’s job qualifications and abilities. Earned prohibits discrimination based on race, creed, color, religion, national origin, ancestry, sex, gender (including gender identity, gender expression and being transgender), sexual orientation, marital status, registered domestic partner status, citizenship status, age, military and veteran status, medical condition, genetic information, political affiliation, disability, medical condition, or any other basis protected by federal, state, or local law or ordinance or regulation. Earned also prohibits discrimination based on the perception that anyone has any of these characteristics or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.
