Compensation Transparency
Salary Range: $225,000 - $250,000
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.
Summary
Earned Wealth is scaling rapidly through organic expansion and a continuous cadence of firm acquisitions. The Vice President, HR Business Partner is the senior people leader embedded in the business — the primary strategic HR partner to the leadership team. This is not a transactional HR role, and it is not a greenfield build.
The foundation is in place: integration playbooks, a live UKG HRIS platform, core business processes, and an HR team already in motion. What is needed now is a senior leader who can elevate the function — shaping how talent is developed and retained, how the organization is designed as it grows, and how culture is built deliberately across an enterprise that looks materially different every 12 months. The right person earns credibility with senior leaders by understanding the commercial context, not just the people process.
Strategic HR Business Partnership
- Serve as the primary HR partner to the leadership team — attending business reviews, contributing to strategic planning, and translating business strategy into people strategy across Growth, Operations, Finance, Technology, and Client Experience.
- Advise senior leaders on organizational design, team effectiveness, role scoping, performance management, compensation, and workforce planning; surface retention risks, capability gaps, and culture drift proactively with recommended actions.
- Be present onsite across locations; maintain a real-time pulse on employee experience and serve as an honest, trusted voice to leadership — including when the answer is uncomfortable.
Talent Management & Performance
- Design and drive Earned's performance management system — goal-setting frameworks, mid-year and annual review cycles, calibration, and performance improvement protocols; ensure managers have the tools to manage effectively and consistently.
- Build and own succession planning across the leadership team and key IC roles — assessing readiness gaps, identifying high-potential talent, and creating development pathways that reduce reliance on informal networks.
- Lead design and delivery of leadership development programs building the management capabilities Earned needs to scale: coaching, decision-making, cross-functional collaboration, and accountability.
- Design scalable career pathing frameworks supporting internal mobility and reducing retention risk from ambiguity about advancement.
- Support talent assessment at newly acquired firms in partnership with the Director, HR M&A Integration.
Organizational Design & Culture
- Lead organizational design initiatives aligning structure, roles, and decision rights with Earned's strategic direction; own and evolve Earned's job architecture — leveling, titling, and compensation alignment — ensuring the framework scales with hiring and acquisition.
- Own Earned's culture definition — articulating what Earned values and what exceptional looks like; serve as the authoritative voice on culture across the organization and the standard against which all people practices are measured.
- Build and own the cultural integration framework and narrative — defining enterprise-level standards, onboarding arc, values communication, and long-term cultural touchpoints that govern how every acquired firm is brought into Earned; the M&A integration team executes this framework per transaction, but the HRBP sets, owns, and is the authoritative voice on the cultural standard.
- Monitor organizational health through engagement data, retention trends, and manager effectiveness; design programmatic responses to emerging patterns and champion DEI as embedded practice, not a siloed initiative.
Compensation & Total Rewards
- Design and administer Earned's total compensation framework — base pay structures, bonus programs, and equity — ensuring it is competitive, internally equitable, and aligned with business performance.
- Lead market benchmarking and own the annual compensation review process end-to-end: merit, promotions, bonuses, and equity refreshes; maintain a living compensation philosophy leadership can defend.
- Partner with Finance and the M&A team on compensation harmonization for acquired employees; manage benefits programs and vendor relationships with annual evaluation against employee value and budget efficiency.
HR Operations, Systems & Compliance
- Own HR policies, employee handbooks, and compliance documentation across all Earned entities — including multi-state obligations that expand with each acquisition.
- Partner with the Director, HR M&A Integration (who owns Earned's HRIS platform) to define people data requirements, reporting standards, and workforce analytics frameworks; leverage HRIS data to inform strategic decisions and provide leadership with visibility into workforce health and attrition risk.
- Serve as the first point of escalation for employee relations issues; partner with Legal on terminations, disputes, leave, and regulatory inquiries; design and maintain a consistent employee lifecycle with clear processes and manager guidance at each stage.
Team Leadership
- Build, lead, and develop a small, high-impact HR team — setting a high standard for strategic contribution and operational excellence; define clear roles, accountabilities, and development paths within the team.
- Bring a builder's mindset to the HR function — identifying gaps in process, tools, and capability and designing scalable solutions; model the management behaviors Earned is trying to build: direct feedback, genuine development investment, high accountability, and care for people.
Employee Engagement & CEO Partnership
- Own the planning, logistics, and execution of company-wide Town Halls — partnering with the CEO and People leadership to set the agenda, coordinate content and presenters, manage run-of-show, and ensure a consistent, high-quality experience across Earned’s distributed workforce; conduct post-event debrief and track follow-through on commitments made.
- Serve as the operational partner to the CEO on employee engagement — translating the CEO’s engagement priorities into structured programs, listening mechanisms, and communications; maintain a pulse on employee sentiment across Earned’s growing and geographically distributed team and surface actionable insights to the CEO and CPO.
- Build and maintain a company-wide engagement calendar — coordinating key employee touchpoints (All-Hands, leadership updates, cultural moments) so they are sequenced intentionally and reinforce a coherent narrative about where Earned is going and why.
What We're Looking For
- 8+ years of progressive HR experience, with at least 3–4 years in a senior HRBP or HR leadership role in a high-growth environment.
- Demonstrated experience designing and implementing people programs from scratch — performance management, succession, compensation frameworks, or leadership development — not just maintaining existing systems.
- Experience supporting or leading people work through M&A — change management, cultural integration, and compensation harmonization across acquired firms.
- Strong business acumen in financial services, professional services, or a similarly commercial environment; able to advise leaders on people strategy without being briefed on how the business works first.
- Track record building trusted relationships with senior leaders, including the ability to give direct, candid counsel when it is not what leaders want to hear.
- Strong analytical skills: comfort with compensation modeling, workforce data, and people analytics; UKG experience required.
- Experience managing HR team members; SHRM-SCP, SPHR, or equivalent a plus; RIA or financial services background preferred.
Why Join Earned
This is a high-leverage leadership role. The HR function at Earned is not starting from zero — integration playbooks are built, UKG is live, core processes are running. What this role offers is the opportunity to take a functioning foundation and build something exceptional on top of it: the talent frameworks, culture infrastructure, and people strategy that will define this company for the next decade. You are not inheriting someone else's finished work; you are elevating it, with direct access to the CEO and leadership team and the authority to shape how the organization grows.
You will operate at genuine scale and genuine speed. Earned's dual growth model — organic expansion across four service lines and a continuous acquisition cadence — means the people challenges here are materially more complex and more interesting than at a single-track company. No two quarters look the same.
And you will do it in service of a mission that is easy to believe in. Earned exists to solve real financial problems for healthcare professionals — people who spend a decade training for their profession and often arrive at practice with significant debt, no financial plan, and no trusted advisor. The people function you build directly enables that mission to scale.
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.
