Director of HR Services

• Location:
  
  Remote - United States
• Base Pay: $ - $ / Year
• Employee Type: FT Exempt
• Required Degree: 4 Year Degree
• Travel: 10%
• Manage Others:
  Yes
• Minimum Experience:
  
  8 Years

Salary: $160,000-$200,000 + Performance Bonus Potential

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.

Earned Wealth is a rapidly scaling financial services platform focused on healthcare professionals, combining wealth management, tax, insurance, legal, and retirement services under one roof for healthcare professionals and their practices. Earned grows through both organic expansion and a continuous cadence of strategic firm acquisitions, having closed multiple deals in the last 12 months. Earned manages $3.4B in AUM across ~19,500 clients and is backed by Summit Partners and Silversmith Capital Partners, with $200M committed to fueling that growth.

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.

• 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…