HR Business Partner

Who We Are In an increasingly complex world where people are starving for someone they can trust, we stand for something simple: always put the client first. We do well by doing good for those we serve. It’s the ultimate measure. We believe in providing value beyond a doubt and in the notion that time will either expose you or promote you, based on your willingness to embrace change. Job Details Description Who We Are In an increasingly complex world where people are starving for someone they can trust, we stand for something simple: always put the client first. We do well by doing good for those we serve. It’s the ultimate measure. We believe in providing value beyond a doubt and in the notion that time will either expose you or promote you, based on your willingness to embrace change. We serve financial advisors and investors through three entities, each headquartered in Omaha, Nebraska: Carson Wealth, Carson Coaching and Carson Partners. We provide coaching and partnership services to advisor firms – and straightforward financial advice to the investing public. We all share a common mission to be the most trusted in financial advice. Who We Want Serve as a strategic Human Resources Business Partner supporting advisor offices by aligning people strategies with business objectives, organizational performance, employee engagement, and talent development. Partner with business leaders to provide guidance on workforce planning, organizational design, performance management, employee relations, and change management while supporting consistent, compliant, and scalable HR practices. Act as a trusted advisor and coach to leaders, helping to strengthen culture, improve leadership effectiveness, and drive a high-performing, client-focused environment. What To Expect Strategic HR Partnership: Serve as a primary HR partner to business leaders, aligning People strategy with business goals to enhance organizational effectiveness and performance. Advise leaders on organizational design, talent development, workforce planning, performance management, and leadership effectiveness to support business results. Act as a trusted coach and advisor, providing guidance on employee engagement, leadership development, conflict resolution, and team effectiveness. Talent Acquisition and Development: Partner with internal stakeholders to support talent acquisition strategies that attract and retain high-quality talent. Support leadership development, talent reviews, and succession planning efforts to help build a strong pipeline of future leaders. Promote learning and development opportunities that strengthen business acumen, client service, professional growth, and overall team capability. Consult with leaders on talent assessment, internal mobility, and career development strategies. Employee Engagement and Culture: Champion initiatives that foster a positive, inclusive, and high-performance culture aligned to company values and business priorities. Partner with leaders to support employee engagement efforts, interpret feedback, and identify opportunities to strengthen retention, team effectiveness, and organizational culture. Help ensure employees understand business goals, expectations, and organizational priorities in a dynamic, client-focused environment. HR Operations and Compliance: Partner with internal HR, compliance, and business partners to support consistent and compliant HR practices, including compensation, benefits, employment practices, and HR policies. Address complex employee relations matters, conduct investigations, and support resolution in alignment with company policies and legal requirements. In addition, provide strategic consultation during acquisitions and office transitions while partnering with the HR Integration & Onboarding team responsible for onboarding execution and employee transition activities. Support consistent execution of performance management processes and ensure alignment with organizational goals and values. Change Management and Organizational Development: Lead the people strategy associated with organizational change initiatives, including leadership alignment, organizational effectiveness, employee engagement, and change adoption. Partner with the HR Integration & Onboarding team on acquisition-related onboarding and transition activities. Advise leaders on change management strategies that support clear communication, stakeholder alignment, and employee adoption. Identify opportunities to improve organizational effectiveness and partner with leaders to implement solutions that support agility, consistency, and business performance. Performance and Metrics: Develop, monitor, and report on HR metrics and key performance indicators to evaluate the effectiveness of HR initiatives and support data-driven decision-making. Provide insights and recommendations related to talent management, employee retention, engagement, workforce planning, and organizational health. Use data and business context to identify trends, risks, and opportunities for improvement. Other Duties: Perform additional tasks, duties, and responsibilities as needed or assigned by leadership to support departmental and organizational objectives. What You Need Bachelor’s degree in human resources, business administration, finance, related field, or equivalent experience required. SHRM-SCP, SPHR, or related professional HR certification preferred. Minimum of five years of progressive HR experience required. Experience supporting employee relations, talent management, leadership development, performance management, and organizational design required. Experience supporting HR practices within a regulated industry preferred. Experience using HR technology, performance management systems, and data analytics to support HR strategy and decision-making required. Strong business acumen and ability to translate business needs into effective HR strategies and solutions required. Strong communication, interpersonal, coaching, and influencing skills with the ability to build relationships at all levels of the organization required. Strong problem-solving, judgment, and decision-making skills with the ability to manage complex and sensitive employee matters required. Ability to manage multiple priorities and deadlines in a fast-paced, client-focused environment required. Demonstrated ability to support employee engagement, retention, culture-building, and organizational change required. EEO Statement In exchange for your expertise, we offer a base salary, bonus potential, 401(k) plus matching, health benefits, and a great working environment. This is your chance to play a key role in the continued success of our company. Our culture is fast-paced, collaborative, innovative, and focused on healthy living. Carson strives to promote the health and wellness of its stakeholders by maintaining a tobacco-free workplace. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability, protected veteran status, sexual orientation, age or any other characteristic protected by law. The Total Rewards Expected For This Role Include Starting annual base salary between $82,500 - 110,000. Variable compensation potential (Bonus and/or commissions) Competitive benefits including 401(k) with company contribution, PTO, Parental Leave, Medical, Dental, Vision, Health Savings Accounts, Flexible Spending Accounts, Life and AD&D Insurance, Short and Long-Term Disability, Work/Life Benefits and Holistic Wellbeing Programs. #J-18808-Ljbffr