Vice President, Human Resources

About Earned Wealth

Earned is the comprehensive, tax-smart wealth building solution exclusively for doctors, their families, and their practices. With a wide range of individual and practice solutions, we strive to be the only financial partner doctors need. By integrating our personal and practice solutions into an overall strategy, we can fully optimize our clients’ wealth potential and help them achieve better financial outcomes.

Our financial solutions are backed by fiduciary experts and modern, tax-smart technology – including our iOS app, which provides clients with a clear view of their financial trajectory and the value Earned is adding to their portfolio.

We have secured $200M to fund an aggressive acquisition strategy that will accelerate this vision. We are backed by leading growth equity and venture capital investors including Summit Partners, Silversmith Capital, Juxtapose, Hudson Structured, and Breyer Capital.

Job Summary  

The Vice President of Human Resources (HR) will lead the HR team and oversee strategy in talent, acquisitions, integrations, benefits, compensation, HRIS systems, and performance management. This role requires a strategic thinker who can balance tactical execution with high-level leadership, particularly during periods of rapid expansion. The VP will collaborate closely with cross-functional leaders in M&A, talent acquisition, and performance optimization to execute HR initiatives seamlessly. 

This role is for you if you’re the kind of HR leader who thrives in dynamic, high-growth environments. You’re a natural problem-solver who sees opportunities where others see gaps, with the ability to design and streamline HR systems that scale effortlessly alongside business growth. You thrive in collaboration, building bridges across departments and aligning HR with broader business goals to drive success. You’re motivated by more than just results—you’re mission-driven, passionate about creating a workplace that empowers doctors, supporting their financial wellness and career growth as part of a broader purpose. If you’re a change agent who gets excited about integrating teams in an acquisition-heavy environment and crafting systems that will support a company’s long-term vision, you’ll find this role both rewarding and impactful. 

Key Areas of Responsibility:  

We recognize that the field of HR is incredibly broad, and while we do not expect you to be an expert in all areas below, motivation to drive results and prioritize across all areas while adapting to new challenges is desired. 

Talent Performance and Organizational Development 

• Develop and implement strategies for performance management, 360 reviews, succession planning, leadership development and talent acquisition.

• Use tools like the 9-box grid and competency assessments to assess, identify, and develop high-potential talent. 

• Lead organizational design initiatives to align structure with strategic goals. 

• Develop and implement strategies for training and development of managers and employees. 

Leadership and Team Management 

• Collaborate with the leadership team in defining and achieving goals around attracting, retaining, and maximizing the performance of our talent.

• Partner across the organization to define and drive a unified culture - e.g. through all company meetings, communications, acquisitions and integrations etc. 

• Build and oversee a lean HR team, driving strategic initiatives and day-to-day operations. 

• Foster innovation and continuous improvement in HR systems, processes, and policies. 

M&A and Integration

• Oversee HR aspects of mergers and acquisitions, including due diligence, workforce assessment, cultural alignment, and integration. 

• Develop strategies for integrating acquired entities into existing HR systems and processes. 

• Previous experience could include integrating new departments in an organization or all company re-orgs. 

• Develop change management strategies to optimize performance across the organization when needed. 

Benefits and Compensation 

• Design and execute competitive benefits and compensation programs (i.e. bonus program) to attract and retain top talent across the organization. 

• Manage vendor relationships, negotiate contracts, and optimize budgets. 

• Ensure compliance with federal, state, and local regulations for all compensation programs. 

• Lead market benchmarking and develop transparent compensation structures aligned with business goals.