Senior HR Manager

Who We Are

We are a newly independent wealth management firm, with approximately $500 million in revenue, recently carved out from a larger parent company and acquired by a leading private equity sponsor. With a strong foundation of client relationships, acquisitions, and growth potential, we are in the process of standing up new systems, processes, and controls to support our next phase of expansion.

This is a unique opportunity to help shape the tax infrastructure of a high-growth platform from the ground up.

The Senior Human Resources Manager serves as a strategic and operational HR leader within a financial services organization, supporting business leaders in driving organizational effectiveness, talent strategy, and a strong risk-aware culture. This role partners closely with senior leaders to execute people initiatives aligned with business goals while ensuring compliance with employment laws and financial services regulations. The position balances hands-on HR execution with strategic advisory responsibilities across multiple HR disciplines.

• Strategic HR Partnership:
  Act as a trusted advisor to senior leaders on workforce planning, organizational design, talent management, succession planning, and change management.
• Strategic HR Partnership:
  Translate business strategy into people initiatives that support growth, performance, and regulatory expectations.
• Strategic HR Partnership:
  Partner with executive leadership on complex employee relations, performance management, and leadership effectiveness matters.
• Employee Relations &
  
  Risk Management:
  
  Lead and manage employee relations matters, including investigations, performance improvement plans, disciplinary actions, and terminations, ensuring consistency and legal compliance.
• Employee Relations &
  
  Risk Management:
  
  Ensure HR practices align with federal, state, and local employment laws, as well as financial services regulatory standards.
• Employee Relations &
  
  Risk Management:
  
  Partner with Compliance, and Legal teams as needed on sensitive or high-risk matters.
• Talent Management & Development:
  Oversee talent processes including performance management, leadership development, career progression, and succession planning.
• Talent Management & Development:
  Support leadership capability building and coach managers on effective people management practices.
• Talent Management & Development:
  Partner with Learning & Development on targeted programs for leaders and high-potential talent.
• Compensation, Performance & Workforce Planning:
  Partner with Compensation and Finance teams on job leveling, compensation planning, incentive programs, and annual merit and bonus cycles.
• Compensation, Performance & Workforce Planning:
  Support workforce planning initiatives, including headcount planning, role design, and budget alignment.
• Compensation, Performance & Workforce Planning:
  Provide data-driven insights to leaders using HR metrics and analytics.
• HR Operations & Policy Governance:
  Ensure consistent application of HR policies, procedures, and programs across business units and legal entities.
• HR Operations & Policy Governance:
  Support integration and standardization efforts in multi-entity or growth environments (e.g., acquisitions, restructures).
• HR Operations & Policy Governance:
  Contribute to continuous improvement of HR processes, systems, and employee experience.
• Team Leadership &
  
  Collaboration:
  
  May lead, mentor, or provide oversight to HR team members (e.g., HR Managers, HR Business Partners, Coordinators).
• Team Leadership &
  
  Collaboration:
  
  Collaborate closely with Recruiting, Payroll, Benefits, IT, Compliance, and Finance to deliver seamless HR support.

• Bachelor’s degree in Human Resources, Business Administration, or related field;
  Master’s degree preferred
• SHRM-SCP or SPHR strongly preferred.
• 8–10+ years of progressive HR experience, including employee relations and leadership support.
• Prior experience in financial services, professional services, or another regulated industry strongly preferred.
• Demonstrated ability to operate at both strategic and tactical levels.
• Strong knowledge of employment law and HR best practices.

Wealthsp…