Human Resources Director

Job Description

Job Description

Description:

POSITION: Human Resources Director

Location: Fort Lauderdale – HQ

FLSA Classification: Exempt

**All recruitment for this position is being handled directly by our internal team; unsolicited outreach or resumes from third-party agencies will not be considered.**

Who We Are

At Sound Income Group , our mission is to help independent financial professionals and their clients thrive, especially those approaching or in retirement. We provide a full suite of resources across financial education, investment strategies, marketing, and practice management to support long-term success.

We foster a collaborative, performance-driven culture rooted in integrity, innovation, and service. If you’re enthusiastic about making a measurable impact in the financial services space, we invite you to grow with us.

Position Summary

The Human Resources Director is responsible for leading and overseeing all aspects of the human resources function across the organization. This role serves as a strategic partner to executive leadership while ensuring operational excellence across talent acquisition, training and development, employee relations, performance management, compensation and benefits, HR systems, payroll, compliance, and overall employee experience. The Director leads and develops the HR team, including a Talent Acquisition Business Partner, Human Resources Business Partner, and Receptionist, ensuring alignment with business objectives and consistent, high-quality employee experience across all touchpoints. In addition to core HR responsibilities, this role oversees corporate insurance programs and office operations, serving as the central point of coordination for organizational risk management and workplace environment.

Key Responsibilities

HR Leadership & Strategy

• Lead the overall HR function, setting strategy and priorities aligned with company growth and business objectives.
• Serve as a trusted advisor to executive leadership on organizational design, workforce planning, employee engagement, and performance management.
• Build, develop, and mentor the HR team, ensuring strong execution across HR and office operations functions.
• Establish and evolve a scalable training and development framework that supports employee growth, leadership development, and long-term organizational success.
• Drive consistency, scalability, and efficiency across HR processes, systems, and employee experience initiatives.

Talent Acquisition & Workforce Planning

• Oversee the talent acquisition strategy and execution through the Talent Acquisition Business Partner.
• Partner with leadership to forecast hiring needs and support organizational growth initiatives.
• Ensure effective recruiting processes, employer branding, and candidate experience.
• Provide oversight on job descriptions, hiring strategies, and workforce planning efforts.

Organizational Development, Training & Performance Management

• Lead the strategy and execution of training and development programs across the organization.
• Oversee onboarding programs, leadership development initiatives, and ongoing employee training.
• Partner with leadership to identify skill gaps and implement targeted development programs.
• Oversee performance management processes, including annual reviews, goal setting, and development planning.
• Guide leadership on succession planning, internal mobility, and employee growth strategies.
• Ensure training and performance programs drive accountability, engagement, and measurable results.

Employee Relations

• Provide guidance and support to leadership on complex, sensitive, and confidential employee relations matters.
• Oversee investigations, corrective actions, accommodations, and terminations, ensuring consistency and compliance.
• Promote a positive, performance-driven, and compliant workplace culture.

Compensation & Benefits

• Oversee compensation strategy, benchmarking, and incentive structures to ensure market competitiveness.
• Lead benefits administration, vendor management, renewals, and employee communications.
• Ensure compliance with all applicable laws related to compensation, benefits, and leave programs.

HRIS, Payroll & HR Operations

• Oversee HRIS strategy, administration, and optimization to ensure data integrity and reporting accuracy.
• Ensure accurate and compliant payroll processing, audits, and reporting.
• Maintain oversight of employee data, reporting, and HR operational workflows.
• Drive process improvements, automation, and system enhancements.

Compliance & Risk Management

• Ensure full compliance with federal, state, and local employment laws and regulations.
• Oversee HR policies, procedures, and documentation to ensure consistency and legal compliance.
• Stay informed of regulatory changes and implement updates as needed.

Corporate Insurance & Risk Programs

• Manage all corporate insurance policies, including general liability, Errors & Omissions (E&O), workers’ compensation, and corporate bond coverage.
• Serve as the primary liaison with insurance brokers and carriers.
• Oversee renewals, coverage analysis, claims coordination, and cost management.
• Ensure appropriate coverage levels to mitigate organizational risk.

Office Operations & Facilities Oversight

• Serve as the overarching office manager for headquarters and supported locations.
• Oversee day-to-day office operations, including direct supervision of the Receptionist.
• Ensure a professional, welcoming, and efficient workplace environment aligned with company culture and brand.
• Manage facilities, vendor relationships, office budgets, and operational processes.
• Drive consistency and operational excellence across all office locations.

Requirements:

Must-Have Qualifications

Background and Education:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; equivalent experience may be considered.
• Minimum of 7-10 years of progressive human resources leadership experience required, preferably within a mid-sized, high-growth, privately owned organization.
• Prior experience managing HR teams and building scalable HR functions required.
• PHR/SPHR, SHRM-CP, or SHRM-SCP strongly preferred.
• Minimum of 5 years of HRIS management experience required (Paylocity preferred).
• Minimum of 2 years of payroll administration experience required.

Required Knowledge, Skills and Abilities:

• Strong leadership presence with the ability to influence and partner with executive stakeholders.
• Excellent verbal and written communication skills.
• Strong interpersonal, negotiation, and conflict resolution skills.
• Strong analytical, organizational, and problem-solving abilities.
• Ability to manage multiple priorities in a fast-paced, growth-oriented environment.
• High level of integrity, discretion, and professionalism.
• Deep understanding of employment law, HR compliance, and best practices.
• Proficiency in Microsoft Office Suite and HRIS platforms.

Physical & Work Environment Requirements

• Ability to work for extended periods at a desk using a computer.
• Ability to lift up to 25 pounds if/when necessary.
• Routine use of telephone and email.
• Office-based role with potential travel to conferences, events, and satellite offices as needed.

Benefits

We’re proud to offer a comprehensive benefits package that supports your professional and personal well-being, including:

• 100% employer-covered medical benefits and HRA account
• Dental & vision plans
• Generous PTO + 10 NYSE company holidays per year
• 401K with company match program
• Free onsite parking
• Company-provided laptop and required technology
• Access to an on-site gym (free of charge)
• Weekly vehicle detailing (at additional cost)

Sound Income Group is an equal opportunity employer that complies with all applicable federal, state, and local laws, rules and regulations. It is our policy to employ and promote qualified candidates without discrimination on the basis of race, color, sex, age, origin, sexual orientation, marital status, disability or any other characteristic protected by law. Our hiring decisions are based solely on merit, qualifications and business needs.