HR Manager at Financial Integrators

Des Moines, Iowa, United States -

Full Time

Start Date

Immediate

Expiry Date

02 Apr, 26

Salary

0.0

Posted On

02 Jan, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Benefits, Compensation, Training, Analytical Skills, Attention to Detail, Communication Skills, HRIS, Data Analysis, Employee Relations, Compliance, Organizational Structure, Performance Management, Succession Planning, Market Pricing, Benchmarking

Industry

Financial Services

Description

Description Are you an HR leader who loves the details and the big picture? Do you get energized by building smart benefits programs, pay structures that make sense, and training initiatives that truly develop people? We’re seeking a Human Resources Manager to lead and evolve our HR function with a strong focus on benefits, total rewards, compensation and classification, and training and development. This is a highly analytical, hands-on role for someone who enjoys designing compliant, data-driven people programs that support both business strategy and employee experience. You’ll partner closely with senior leadership, finance, and compliance to ensure our people programs are competitive, scalable, and aligned with a regulated professional services environment. Location: This position is preferably based in Des Moines, IA or Coralville, IA. A hybrid work schedule is available, with a mix of in-office and remote work to support collaboration, flexibility, and business needs. Who We Are: Financial Integrators is a comprehensive wealth management firm that simplifies complex financial landscapes for individuals, families, and business owners. By combining personalized financial planning with professional asset management, tax optimization, and estate strategies, they unify every aspect of a client’s financial life into one cohesive roadmap. Whether protecting assets through tailored insurance or navigating business succession and retirement plans, Financial Integrators uses a collaborative, team-based approach to provide the clarity and confidence needed to secure a lasting financial legacy. What You’ll Do Lead & Strengthen HR Operations Lead and develop the HR team, setting clear priorities and expectations. Establish consistent, high-quality HR processes, documentation, and controls. Serve as a trusted advisor to leaders on organizational structure, performance, and people strategy. Own Benefits & Total Rewards Design, administer, and continuously evaluate all benefit programs (medical, dental, vision, retirement, wellness, leave, and voluntary benefits). Lead annual benefits renewals, broker relationships, vendor negotiations, and open enrollment communications. Analyze benefits utilization, costs, and trends; recommend plan design or contribution changes. Partner with Finance on benefits budgeting, forecasting, and cost modeling. Drive Compensation & Pay Practices Develop and maintain compensation structures, salary bands, incentive plans, and job classifications. Conduct market pricing, benchmarking, and internal equity analyses. Lead annual compensation cycles including merit, bonus, and promotion processes. Ensure proper FLSA classification and support audits or regulatory inquiries. Build Training, Development & Career Paths Design and manage firmwide training programs, including onboarding, manager development, and professional growth initiatives. Build and maintain career paths, learning pathways, and competency frameworks. Track training participation, effectiveness, and ROI—using data to continuously improve. Partner with leaders on skill gap analysis and succession planning. Ensure Compliance & Strong Employee Relations Oversee employee relations matters, investigations, and corrective actions with consistency and discretion. Ensure compliance with federal, state, and industry-specific employment regulations. Partner with Compliance on people-related regulatory requirements and documentation. Leverage HR Data & Systems Own HRIS optimization, data integrity, and reporting related to benefits, compensation, training, and headcount. Develop dashboards and metrics (e.g., turnover, comp ratios, benefits costs, training completion). Present clear, data-driven insights and recommendations to leadership. Support Culture & Employee Experience Contribute to a positive, inclusive culture through thoughtful people programs and communication. Support engagement surveys and action planning. Ensure a consistent, professional employee experience from hire through exit. Why This Role This role is ideal for an HR professional who enjoys owning the engine behind total rewards and development, values accuracy and compliance, and wants to make a meaningful impact on both employees and the business. If you’re ready to build smart, scalable people programs—and love working at the intersection of data, people, and strategy—we’d love to hear from you. What’s in it for you? We provide a total rewards package focused on your health, family, and financial security. This includes comprehensive medical, dental, and vision options alongside company-paid disability and life insurance. We support your work-life balance with PTO, paid holidays, volunteer time off, and paid parental leave. Finally, we invest in your future through a 401(k) plan and a robust Employee Assistance Program for professional support Requirements What We’re Looking For Bachelor’s degree in Human Resources, Business Administration, or a related field required. 6–10+ years of progressive HR experience, with deep, hands-on experience in benefits, compensation, and training. Strong analytical skills and comfort using data to drive decisions. Exceptional attention to detail and ability to manage complex processes and deadlines. Experience in financial services or another regulated, professional services environment strongly preferred. Proficiency with HRIS platforms and advanced Excel or reporting tools. Strong communication skills and the ability to influence at all levels. HR certification (SHRM-CP/SCP, PHR/SPHR, CCP) preferred.

Responsibilities

Lead and develop the HR team while establishing consistent HR processes and serving as a trusted advisor on organizational structure and people strategy. Design and manage benefits programs, compensation structures, and training initiatives to enhance employee experience and support business strategy.