Director, People & Culture

As Centura’s Director of People & Culture, you will serve as a strategic leader responsible for shaping and advancing the firm’s people strategy and culture. In partnership with leadership, you will align HR practices with business objectives, driving operational excellence, compliance, and a values-driven, psychologically safe, and engaging workplace.

This role leads initiatives that strengthens employee engagement and supports a high-performing, inclusive environment, while ensuring HR policies, programs, and systems reflect best practices and comply with federal and state regulations. As a trusted advisor to both leadership and employees, you will foster collaboration, trust, compassion, and transparency across the organization, championing a culture where people thrive and business goals are achieved through aligned, purpose-driven performance.

Primary Responsibilities:

Team Leadership & Development

• Lead, mentor, and develop the People & Culture team.
• Foster a psychologically safe team environment and provide coaching, guidance, and ongoing feedback to support individual growth, strengthen capabilities, and drive high performance.
• Foster a collaborative, accountable, and solutions-oriented team environment that reflects Centura’s values and culture.
• Oversee team workflows and resource allocation to ensure efficient execution of People & Culture initiatives and programs.
• Partner with team members to elevate their strategic thinking, empowering them to take ownership of program design and execution.
• Identify opportunities to enhance team structure, processes, and capabilities to support the firm’s growth and evolving needs.
• Support succession planning and talent development within the People & Culture function to ensure long-term success

Employee Engagement

• Partner with the Sr. People & Culture Specialist to build and enhance employee engagement and culture initiatives, ensuring alignment with the firm’s values and business objectives.
• Partner with the Sr. People & Culture Specialist to design and manage engagement programs, including employee events, wellness initiatives, volunteer opportunities, etc.
• Support the integration of development resources, such as building curriculum with Centura’s Executive Coach and owning Centura’s leadership development training to enhance employee growth.
• Oversee the use of engagement tools to gather feedback, identify trends and partner with the Sr. People & Culture Specialist to implement changes.
• Review and interpret engagement data and survey results with the Sr. People & Culture Specialist, providing insights and recommendations to leadership to inform culture and retention strategies.
• Ensure employee recognition programs effectively reinforce Centura’s values and support a positive, performance-driven culture.
• Partner with the Sr. People & Culture Specialist to translate employee feedback into strategic initiatives that enhance engagement, morale, and organizational effectiveness.
• Champion a culture of transparency, compassion, trust, and open communication across the organization.
• Continuously evaluate engagement strategies and programs, ensuring they remain effective, scalable, and aligned with evolving business needs.

Performance Management

• Continuously refine Centura’s performance management framework to ensure alignment with the firm’s mission, values, and strategic objectives.
• Partner with leadership to establish clear performance expectations, goal-setting processes, and feedback standards that promote accountability and growth.
• Partner with the Sr. People & Culture Specialist to oversee and administer Centura’s annual and quarterly review cycles, including timeline planning, training and communication.
• Coach managers on delivering constructive, values-based feedback and fostering a culture of continuous performance improvement.
• Analyze performance data to identify firmwide strengths, development needs, and trends that inform talent planning and training initiatives.
• Ensure consistency, fairness, and compliance in performance evaluation practices across all departments.
• Partner with Finance and leadership to connect performance outcomes with compensation and advancement decisions.
• Develop and maintain performance improvement and development programs that support employee success and retention.
• Champion a feedback-driven culture that values recognition, accountability, and professional development.
• Analyze performance data to identify firmwide trends, high-potential talent, and areas requiring additional support, training or intervention

Open Enrollment

• Lead Centura’s annual benefits renewal and open enrollment process, including timeline creation, vendor coordination, and communication planning.
• Evaluate current benefit plan performance annually by analyzing participation, utilization, employee feedback and cost trends.
• Partner with the firm’s benefits broker to review plan design options, renewals, and alternative carriers or cost-savings opportunities.
• Benchmark benefit offerings against industry standards to ensure competitiveness and alignment with the firm’s total rewards strategy.
• Recommend plan design changes to leadership based on cost, compliance, and employee needs.
• Oversee benefits-related compliance requirements, including ACA reporting, ERISA notices, COBRA administration, and plan document updates.
• Collaborate with Finance to forecast benefits costs and incorporate updates into the annual budget.
• Manage vendor and carrier relationships, ensuring service quality, data accuracy, and timely issue resolution.
• Develop and deliver employee communication materials for open enrollment (e.g., guides, FAQs, and presentations) that clearly explain benefits options and changes.
• Conduct post-enrollment audits to verify accuracy of enrollments, deductions, and carrier data feeds.
• Analyze employee benefits trends and utilization data to inform future benefit strategy and wellness initiatives.

Leave of Absences / Reasonable Accommodations

• Administer Centura’s Leave of Absence (LOA) and Reasonable Accommodation processes in compliance with federal and California laws (e.g., FMLA, CFRA, ADA).
• Coordinate with employees, managers, and HR leadership to ensure a smooth leave process and proper return-to-work planning.

Workers’ Compensation

• Oversee Centura’s Workers’ Compensation program in compliance with state and federal regulations.
• Serve as the primary point of contact for employees and managers regarding workplace injuries or incidents.
• File claims and coordinate with the insurance carrier to ensure timely submission and follow-up.
• Partner with the insurance carrier, healthcare providers, and legal representatives to ensure effective case management and resolution.

Policy Updates and Renewals

• Review annual federal and California legislative and regulatory updates to ensure company policies remain compliant.
• Partner with Littler or other legal resources to update Centura’s Employee Handbook and related policy documents as needed.
• Coordinate with leadership and department heads to communicate new or updated policies to employees.
• Provide guidance to managers and employees regarding policy interpretation and implementation.

Compliance

• Oversee all HR compliance functions to ensure alignment with federal, state, and local employment laws, including wage and hour, leave, benefits, and anti-discrimination regulations.
• Oversee completion of all mandatory employee trainings and certifications, including compliance, anti-harassment, and cybersecurity requirements.
• Ensure accurate and timely completion of required reporting and filings (e.g., ACA, EEO-1, OSHA, COBRA, ERISA).
• Conduct regular internal audits of HR practices, personnel files, and system data to maintain compliance and readiness for external audits.
• Partner with leadership to manage compliance-related investigations, employee relations issues, and disciplinary actions as needed.
• Stay informed of changes in employment law and proactively recommend updates to policies and processes to mitigate organizational risk.
• Perform other duties as assigned, contributing to a collaborative and high-performing team environment.

Knowledge, Skills and Abilities:

• Successful track record of leading a team and providing individual mentorship and development
• Experience building and managing employee engagement initiatives
• Deep understanding of employment law and HR compliance across federal and California regulations (FMLA, CFRA, ADA, ACA, EEO, wage and hour, etc.).
• Experience with open enrollment, compensation structures, and total rewards strategies.
• Knowledge of change management and organizational effectiveness principles.
• Skilled in coaching leaders through feedback, performance improvement, and talent growth.
• Ability to balance strategic thinking with operational execution, moving seamlessly between big-picture planning and hands-on player-coach leadership.
• Skilled project management methodologies and experience building and implementing talent management frameworks.
• Knowledge of compensation frameworks and experience analyzing and implementing a compensation philosophy.
• Ability to analyze HR metrics and workforce data to inform decision-making and drive continuous improvement.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Psychology, Business Administration, Organizational Leadership, or a related field.
• 8+ years of progressive HR experience, including at least 3 years in a leadership or strategic HR management role.
• Demonstrated experience overseeing multiple HR functions such as recruiting, performance management, benefits, compliance, and employee engagement.
• Proven track record in developing and implementing HR strategies that align with organizational goals and improve business performance.
• Experience in California employment law compliance and employee relations.
• Strong knowledge of HR systems and technology platforms (e.g., HRIS, ATS, performance and engagement tools).
• Excellent interpersonal, communication, and leadership skills.
• Ability to build and lead high-performing teams and foster an inclusive, collaborative work environment.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience in financial services or RIA environments strongly preferred.

Competencies:

• Communication
• Bold Leadership
• Delegation
• Forward Thinking
• Influencing Others
• Adaptability
• Decision Making
• Project Management
• Resource Management
• Risk Navigator

Centura Investment Advisory, headquartered in San Diego with a national presence, is an SEC Registered Investment Advisory firm delivering innovative Investment and Wealth Management services to affluent families, business owners, and Corporate Executives. Our skilled professionals have been crafting sophisticated financial solutions as a team since 2005, yielding total Investment efficiency and purpose to those looking to liberate their wealth.

We achieve this by focusing on our clients' needs, upholding the highest ethical standards, fostering a tradition of quality, and investing in the individuals who, together, form our team. In doing so we cultivate a culture of excellence visible throughout all facets of the company, our practices, and most of all, the work we do for our clients.

At Centura Wealth Advisory, we are committed to creating a diverse and inclusive environment where all employees feel valued and respected. We are proud to be an Equal Opportunity Employer and we welcome applicants from all backgrounds. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other legally protected status.

Pay:

This position is exempt and is paid according to the laws of the State of California. The pay range for this position is $187,700.00 - $211,600.00 USD per year. We are required to provide a reasonable estimate of the compensation range for this role. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience.