Modera Wealth Management, LLC is a comprehensive wealth management firm with offices in Boston, MA, Westwood, NJ, Wayne, PA, Charlotte, NC, Atlanta, GA, and Inverness, FL. We are an independent, fee-only firm that provides clients with financial planning and investment management.

We are seeking a Chief Human Resource Officer to join our team. This is a full-time position that will ideally be in one of our many centrally located offices: Westwood, NJ, Boston, MA, Wayne, PA, Charlotte, NC, or Atlanta, GA.

Modera has been awarded among the 2020 Barron’s Top 100 Registered Investment Advisor Firms as well as named as one of Pensions & Investments Best Places to Work in Money Management for the sixth year (2020, 2019, 2018, 2017, 2012). The work culture of the firm promotes collaboration, professional growth, and a commitment to providing exceptional client service.

Essential Duties and Responsibilities:

Be the strategist in charge of growing and nurturing the supply of our most important resource: our people. Specifically, work will center on:

Overarching Talent Strategy & Leadership

  • Work with the CEO and executive leadership team to set a strategic vision and priorities for all talent work.

  • Participate at the executive level in decisions about strategic priorities and planning, ensuring talent management is fully integrated.

  • Facilitate staff connectivity to firm’s purpose, values and vision and clear line of sight between staff roles and achievement of firm goals.

  • Ensure that diversity, equity and inclusion is woven into all talent-related activities.

  • Develop and support all managers to become high-skilled “talent champions.”

Recruitment and Hiring

  • Actively promote the organization as a great place to work, build the “employer brand” with potential hires.

  • Increase the success rate of new hires AND decrease the time and energy it takes from other team members to find them by:

    • Continuously building and managing a diverse pool of outstanding candidates from current and future potential positions;
    • Developing systems to more deeply assess likely performance for prospective new hires;
    • Ensuring “must-haves” and “nice-to-haves” are spot on and effectively assessed in hiring processes.

Talent Development

  • Develop orientation and new staff training practices that give every new staff member what they need immediately.

  • Ensure annual development plans are in place and implemented for all employees, focused on both immediate and longer-term organizational needs (both training on technical skills and stretch assignments for growth and assessment).

  • Develop and/or enhance career paths for all disciplines to convey expectations and opportunities and promote developing and retaining top performers.

  • Implement assessment mechanisms that support all employees in their development and identify team members with greatest future potential (includes maintaining effective performance management process to plan, monitor and reward results).

Retention

  • Develop employee retention programs.

  • Craft policies that support internal promotions.

  • Research and consult on compensation and benefits.

  • Create benefits market analysis and strategy that keeps Modera at, or above, market while minimizing costs.

  • Supervise the HR staff and lead the firm’s HR team in creating an inviting and cohesive employee experience.

  • Implement HR policies and programs including employee relations, recruiting and staffing, wage and salary administration, benefits, and management training.

  • Partner with management to address day-to-day HR operational issues such as employee labor relations, compensation reviews, escalated benefits issues, performance management and training.

  • Provide objective guidance to employees at all levels of the organization including career development, and general management / employee relationship issues.

  • Implement and manage compliance efforts with all federal and state labor laws and regulations that govern our office locations.

  • Maintain an effective level of business literacy including company goals, mission, financial position, strategy, competition, technology and culture.

  • Other duties as assigned.

Requirements for this position:

Must possess a broad range of business knowledge and leadership skills, including:

  • Vigilance in scanning the external environment to anticipate business and talent threats and opportunities.

  • Ability to develop talent strategy, influence the Board, CEO & executive leadership and convey it to the company as a fiduciary responsibility.

  • Cross-functional business understanding with a P&L orientation.

  • The courage and decisiveness, to prioritize, succeed – or to fail fast and move forward.

  • The conceptual skills to shape the firm to meet tomorrow’s demographic challenges.

  • Financial acumen to broadly balance resources and understand the financial implications and tradeoffs of investments in every aspect of the business, including talent.

  • Technological savvy to drive efficiencies and to engage the workforce through innovations in technology solutions.

  • A risk management perspective with regard to talent.

Education and Experience:

  • BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred.

  • A minimum of 15 years of HR experience with at least five years of executive HR experience at a firm with at least 100+ employees.

  • SHRM Certified Professional (SHRM-CP) or Professional Human Resource (pHR) certification preferred.

  • Proven ability to remain objective, maintain confidentiality and exercise common sense.

  • Able to develop strong, trusting relationships within department and organization.

  • Excellent verbal and written communication skills.

  • Excellent interpersonal and conflict resolution skills.

  • Strong supervisory and leadership skills.

  • Thorough knowledge of employment-related laws and regulations.

  • Knowledge of and experience with varied human resource information systems.

What we offer:

  • Competitive salary commensurate with experience.

  • Performance-based bonus.

  • Safe Harbor 401(k) plan with discretionary profit sharing.

  • Medical, Dental, Vision, Flex-Spending Account, Long-Term and Short-Term Disability and Life insurance.

  • Paid time off.

  • Opportunities for professional growth and continuing education.

No phone calls.  Please direct your cover letter and resume to:  Careers@ModeraWealth.com.  All inquiries will be held in the strictest confidence.  For more information about the firm, please visit www.ModeraWealth.com.

Modera Wealth Management., LLC is an SEC registered investment adviser with places of business in Massachusetts, New Jersey, Pennsylvania, North Carolina, Georgia, and Florida. SEC registration does not imply any level of skill or training. Modera may only transact business in those states in which it is registered or qualifies for an exemption or exclusion from registration requirements.

For additional information about Modera, including its registration status, fees and services and/or a copy of our Form ADV Disclosure Brochure, please contact us or refer to the Investment Adviser Public Disclosure web site (www.adviserinfo.sec.gov). A full description of the firm’s business operations and service offerings is contained in our Disclosure Brochure which appears as Part 2A of Form ADV. Please read the Disclosure Brochure carefully before you invest or send money.

Award methodologies:

P&I: Pensions & Investments partnered with Best Companies Group, an independent research firm specializing in identifying great places to work, to conduct a two-part survey of employers and their employees. The firm evaluated the policies, practices, philosophy, systems and demographics of each nominated company, which accounted for 25% of the total evaluation. The second part of the survey measured the employee experience and was worth 75% of the evaluation. The combined scores determined the companies receiving the award.

Investment News: Best Companies Group uses a two-part process to gather detailed data about each participating company and shares this independent data with InvestmentNews to report the ranking. The first part is an Employer Questionnaire filled out by each firm detailing company policies, practices, benefits and demographics. The other component is an employee engagement and satisfaction survey with an in-depth set of 78 statements requiring employees to respond on a one- to five-point Likert scale of agreement, as well as two open-ended questions and seven demographic questions. To participate in the program, firms needed to be an RIA or affiliated with an independent broker-dealer, in business for a minimum of one year, and have at least 15 full-time employees.

FT 300: To ensure a list of established companies with substantial expertise, we examine the database of RIAs registered with the US Securities and Exchange Commission and select those that reported $300m or more in assets under management (AUM).

The Financial Times’ methodology is quantifiable and objective. The RIAs have no subjective input.

The FT invites qualifying RIA companies — more than 2,000 — to complete a lengthy application that gives us more information about them. We add this to our own research into their practices, including data from regulatory filings. Some 760 RIA companies applied and 300 made the final list.

The formula the FT uses to grade advisers is based on six broad factors and calculates a numeric score for each company. Areas of consideration include adviser AUM, asset growth, the company’s age, industry certifications of key employees, SEC compliance record and online accessibility. The reasons for these criteria are as follows:

  • AUM signals experience managing money and client trust.
  • AUM growth rate can be a proxy for performance, as well as for asset retention and the ability to generate new business. We assessed companies on one- and two-year growth rates.
  • Companies’ years in existence indicates reliability and experience of managing assets through different market environments.
  • Compliance record provides evidence of past client disputes — a string of complaints can signal potential problems, for example.
  • Industry certifications ( CFA, CFP, etc.) sho w the compan y’s staff has industry knowledge and signals a professional commitment to investment skills.
  • Online accessibility demonstrates a desire to provide easy access and transparent contact information.
  • AUM comprised approximately 70 to 75 per cent of each adviser’s score, while asset growth accounted for 15 to 20 per cent. Additionally, the FT caps the number of companies from any one state, based roughly on the distribution of millionaires across the US.

Barron’s: Barron’s independently ranks its list of the top 100 RIA firms based on several criteria, which it has determined in their past annual rankings by assets, revenue, and quality of practice.[1] This year’s ranking formula also included new additional metrics such as technology spending, staff diversity, and succession planning.[2]

[1] https://www.barrons.com/report/top-financial-advisors/ria/2019

[2] https://www.barrons.com/report/top-financial-advisors/ria/2020