Director of Human Resources - 185,000 Base Salary Plus Bonus

Job Description

Job Description

About Trajan Wealth

Trajan® Wealth, with over $2.5 billion in Assets Under Management (AUM) and Assets Under Advisement (AUA), is thrilled to announce that we're seeking a Director of Human Resources.

At Trajan Wealth, we pride ourselves on being a fiduciary firm dedicated to putting our clients' best interests first. With a strong foundation in wealth management and estate planning, we provide comprehensive financial solutions tailored to individual goals.

Role Overview

The HR Director serves as a strategic people leader responsible for designing and executing a comprehensive human resources function that drives organizational performance, fosters exceptional employee experience, and ensures legal compliance. This role partners closely with the Chief Administrative Officer to align people strategy with business objectives across all stages of the employee lifecycle. This role is both hands-on and high-impact, combining operational excellence with long-term strategic planning to drive organizational performance and foster a thriving workplace culture.

This position would be 5 days in-office at our Scottsdale Corporate office.

Duties and responsibilities

STRATEGIC HR LEADERSHIP

• Partner with the Chief Administrative Officer to align HR strategy with overarching business goals, organizational priorities, and long-term growth objectives.
• Serve as a key contributor to company-wide strategic planning, workforce design, and change management initiatives, ensuring HR is a proactive driver of organizational success.
• Translate business strategy into actionable HR roadmaps that build organizational capability and resilience.
• Advise senior leadership on people-related risks, opportunities, and trends that may impact the organization's competitive position.

EMPLOYEE RELATIONS

• Act as a trusted advisor across all levels of the organization, guiding leaders through complex employee matters with sound judgment and discretion.
• Promote and sustain a high-trust, high-performance culture grounded in transparency, accountability, and mutual respect.
• Lead proactive and responsive efforts in conflict resolution, ensuring fair, consistent, and legally compliant outcomes.
• Design and implement targeted engagement and retention strategies that address root causes of turnover and improve the overall employee experience.
• Monitor workforce sentiment through surveys, focus groups, and data analysis to identify trends and recommend timely interventions.

PERFORMANCE MANAGEMENT & TALENT DEVELOPMENT

• Oversee a comprehensive, forward-looking performance management program that encourages continuous feedback, meaningful goal alignment, and ongoing employee growth.
• Lead the design and delivery of leadership development programs, executive coaching initiatives, and structured succession planning processes.
• Partner with department heads to identify high-potential employees and create individualized development pathways that build bench strength.
• Establish clear performance standards and calibration processes that ensure fairness, transparency, and consistency across the organization.
• Evaluate and modernize performance tools and platforms to enable real-time feedback and data-driven talent decisions.

TOTAL REWARDS STRATEGY

• Evaluate, design, and implement competitive compensation and benefits programs that attract, motivate, and retain top talent across all levels.
• Partner with senior leadership to ensure compensation practices are competitive, equitable, legally compliant, and aligned with organizational values.
• Lead annual compensation review cycles, market benchmarking analyses, and benefits program audits to maintain relevance and cost-effectiveness.
• Develop and communicate a compelling total rewards narrative that reinforces the organization's value proposition as an employer of choice.
• Oversee the administration of incentive, bonus, and equity programs, ensuring transparency and alignment with performance outcomes.

COMPLIANCE & RISK MANAGEMENT

• Ensure full and ongoing compliance with all applicable federal, state, and multi-state employment laws, regulations, and reporting requirements.
• Maintain, enhance, and regularly update company policies, procedures, and the employee handbook to reflect evolving legal standards and best practices.
• Lead internal HR audits and risk assessments, proactively identifying and mitigating areas of potential liability.
• Partner with internal legal counsel as needed on complex employment matters, including investigations, terminations, accommodations, and litigation support.
• Develop and deliver HR compliance training programs for managers and employees to build organizational awareness and accountability.

CULTURE & ENGAGEMENT

• Champion and lead initiatives that measurably improve employee engagement, reinforce core organizational values, and foster an inclusive, collaborative workplace.
• Lead strategic internal communications initiatives that keep employees informed, connected, and engaged with the organization's mission and direction.
• Measure and report on culture and engagement metrics, leveraging data to guide continuous improvement efforts.

HR OPERATIONS

• Oversee all HR systems, platforms, and technology infrastructure to ensure accuracy, efficiency, and a seamless employee experience.
• Build and maintain robust HR analytics and reporting capabilities that enable data-driven workforce planning and decision-making.
• Lead the continuous improvement of HR processes and workflows, reducing administrative burden while enhancing service delivery to the business.
• Manage the HR budget, vendor relationships, and service contracts, ensuring cost-effective and high-quality HR operations.
• Drive the HR team's professional development, capacity building, and operational excellence across all functional areas.

TEAM LEADERSHIP & PEOPLE MANAGEMENT

• Directly manage, mentor, and develop a team of five HR professionals, providing clear direction, ongoing coaching, and regular performance feedback to maximize individual and collective impact.
• Define team roles, responsibilities, and performance expectations, fostering a culture of accountability, collaboration, and continuous improvement within the HR function.
• Conduct structured one-on-ones and team meetings to align priorities, remove obstacles, and maintain open lines of communication across the team.
• Identify and support individual development goals for each team member, creating tailored growth plans that build expertise and prepare staff for advancement.
• Delegate work strategically based on team members' strengths, workloads, and development needs, ensuring efficient resource allocation across HR initiatives.
• Model inclusive leadership behaviors that promote psychological safety, diverse perspectives, and a shared sense of purpose within the team.
• Manage team performance proactively, addressing gaps constructively and recognizing contributions in a timely and meaningful way.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred).
• 10+ years of progressive HR experience with at least 3+ years in a senior leadership role.
• Deep knowledge of employment law, HR best practices, and compliance across multiple states.
• Proven experience within financial services or other highly regulated industries is strongly preferred.
• Expertise in HRIS platforms; experience optimizing systems is a plus.
• Strong interpersonal, communication, and strategic thinking skills.
• PHR, SPHR, or SHRM-SCP certification preferred.

Benefits

• $185,000+ base salary plus bonus depending on experience.
• 401(k) with a matching contribution up to 13%.
• United Healthcare PPO medical coverage for employees, paid by the company.
• Delta Dental PPO, United Healthcare Vision, Short Term Disability, Long Term Disability, Life Insurance, and many more voluntary options.
• Generous holidays and PTO.

Come and join a team that is making a difference in their clients and employee's lives!