HR Director

An HR/administration professional who oversees the hiring, training, evaluation, compensation and benefits of the staff of a family office.

The Role of a Director of Human Resources

A Director of Human Resources is someone that oversees the various HR functions of a family office, such as hiring, onboarding, administering benefits, managing communication and evaluating staff.

A Director of Human Resources supervises the human resources activities, policies and programs of a family office, and ensures that it attract, retain and develop world-class talent to support its goals and workplace culture.

Primary responsibilities include establishing and implementing HR policies, overseeing the recruitment, hiring, training and performance evaluation of employees, administering the compensation and benefits of staff and ensuring compliance with labor laws and regulations. A Director of Human Resources may also provide strategic guidance to senior management and other stakeholders on HR issues and best practices.

To become a Director of Human Resources, one needs to have a bachelor’s degree in HR, business or a related field, and preferably a professional certification in human resources, such as a SPHR or SHRM-SCP. A Director of Human Resources should have several years of experience in human resources or administration, preferably working for a corporation or in a family office or wealth management setting.

Job Description

EDUCATION / EXPERIENCE

This position requires a Bachelor’s degree, typically in Human Resources, Business, Management, Communication or a related field, as well as a solid knowledge of human resources management, administration or consulting.

Employers may prefer or require candidates who have a Master’s degree, such as a Master’s in Human Resource Management (MHRM) or a Masters of Business Administration (MBA). Certifications and training that may compensate for a graduate degree are discussed below.

An experienced Director of Human Resources should have 5 – 7 years’ experience in human resources, management, or administration, as well as experience working with others on a human resources team. This experience should include developing and implementing human resources policies or programs, ensuring compliance with various local, state and federal laws, and providing human resources support and services to a family office, business or organization.

SKILLS

Ability to develop and implement HR programs, ensuring that policies are effective, compliant and beneficial to employees
Proven leadership in an HR capacity within a family office, business or organization
Knowledge of HR principles and standards, such as employment laws, diversity, equity and inclusion (DEI) principles, and other regulations
Ability to lead and manage others on an HR team, providing consistent feedback, systematically evaluating performance and hiring, training and professionally developing staff
Ability to work with senior management and other stakeholders, as well as communicating effectively and professionally with principals, other staff and vendors
Knowledge of Human Resources Information System (HRIS), Customer Relationship Management (CRM) and Applicant Tracking System (ATS) software, as well as payroll, benefits administration and other human resources software

CERTIFICATIONS / TRAINING

Formal certification is not required to be a Director of Human Resources, but an employer may prefer or require candidates to have any of the following certifications:

Professional in Human Resources (PHR): a credential for mid-level human resources professionals who have technical and operational roles in human resources. Candidates must have a bachelor’s degree and two years of experience, a master’s degree and one year of experience, or a doctoral degree and no experience in human resources, and pass an exam that covers talent acquisition, employee relations, compensation and benefits, learning and development, and HR operations.
Senior Professional in Human Resources (SPHR): a credential for senior-level human resources professionals who have strategic and policy-making roles in human resources. Candidates must have a bachelor’s degree and four years of experience, a master’s degree and three years of experience, or a doctoral degree and two years of experience in human resources, and pass an exam that covers leadership, strategy, employee relations, and global HR.
SHRM Senior Certified Professional (SHRM-SCP): a credential for senior-level human resources professionals who have leadership and management roles in human resources. Candidates must have a bachelor’s degree and six years of experience, a master’s degree and five years of experience, or a doctoral degree and four years of experience in human resources, and pass an exam that covers leadership, business, interpersonal, and HR competencies.

RESPONSIBILITIES

A Director of Human Resources’ responsibilities depend entirely on the size of a family office’s team as well as the complexity and scope of the family office’s activities. Common duties of a Director of Human Resources include:

Developing and implementing human resources policies, such as hiring, onboarding, training, performance management, compensation and benefits, employee relations and termination
Ensuring that the family office complies with all relevant laws, regulations and ethical standards regarding human resources, and that the principal’s interests and values are respected
Managing other HR staff and overseeing the daily operations of related workflows
Providing strategic advice and counsel to family members and the family office’s executive team on human resources matters such as talent acquisition, retention, development and succession planning
Coordinating and overseeing the work of external human resources consultants and service providers, such as recruiters or payroll and benefits administrators, and ensuring that the family office receives high-quality and cost-effective service
Creating and maintaining a positive and productive work environment and culture within the family office, and fostering employee engagement, satisfaction and loyalty
Monitoring and evaluating the effectiveness and impact of human resources policies and programs, and making recommendations for improvement and innovation
Staying abreast of the latest trends in HR, as well as best practices that may affect the family office, and providing timely and proactive updates to the executive team
Onboarding, educating and training staff and family members when appropriate
Supporting the office’s strategic planning and decision-making by providing HR input and analysis on various business opportunities and initiatives

ATTRIBUTES

People-oriented

One of the most important attributes for a HR Director is being a people person. That means someone who cares about the well-being, development and engagement of family office as a whole, as well as the culture and values of the family office’s staff. An HR Director should be able to build trust and rapport with employees at all levels, and foster a positive and collaborative work environment. An HR Director should also be able to handle sensitive and confidential matters with discretion and empathy, and provide guidance and support to employees and managers on various HR issues and policies.

Strategic thinker

The best HR Directors are strategic thinkers who can align the HR function with the family office’s vision, mission, and goals. The HR Director should be able to design and implement effective HR strategies and programs that support the family office’s objectives and values, such as talent acquisition, performance management, learning and development, compensation and benefits, and employee relations. The HR Director should also be able to anticipate and plan for future HR needs and challenges, such as succession planning, retention, diversity and inclusion, and compliance.

Change agent

CEOs and executive teams expect an HR Director to be a change agent who can drive organizational change and innovation in the family office. The HR Director should be able to identify and assess the impact of internal and external factors that affect the family office’s performance and culture, such as market trends, technological developments, regulatory changes, and stakeholder expectations. The HR Director should also be able to communicate and facilitate change initiatives and interventions that enhance the family office’s effectiveness and agility, such as process improvement, organizational design, culture transformation, and employee engagement.

Business partner

Principals value the HR Director as a business partner who can contribute to the family office’s strategic decision-making and problem-solving. The HR Director should have a solid understanding of the family office’s core business activities and operations, such as investing, philanthropy, family governance, and estate planning. The HR Director should also be able to provide data-driven insights and recommendations on various HR and business issues, such as talent management, organizational development, risk management, and cost optimization. A HR Director with strong business acumen will play a vital role in ensuring the family office’s sustainability and success.

COMPENSATION

Total compensation for a Director of Human Resources at a family office is between $100,000 – 175,000. Factors that command a higher salary include specific education/certification requirements, industry experience, size of the HR/administrative teams and scope of work. Components of a Director of Human Resources’ compensation may include:

Base salary

A fixed annual amount received for performing duties as agreed upon at the time of hiring. An HR Director’s base salary varies depending on a principal’s AUM, type of investing activity, family office staff present, as well as the overall experience and qualifications of the employee.

Discretionary Bonus

Discretionary bonuses are variable amounts that are paid annually, based on an individual’s performance. The percentage of compensation paid as a salary versus a bonus is entirely up to the employer, but for an HR Director, a discretionary bonus will most likely account for 10 – 20% of total compensation. The most common reason for a higher bonus percentage (relative to salary) is to tie an employee’s compensation to their overall performance. It also allows an employer to set strategic goals during the employee’s annual performance evaluation, with the pay out of their bonus linked to the completion of stated goals.

Equity

With equity compensation, a portion of the employee’s compensation is paid in options, restricted stock or performance shares, which represent ownership in a business or fund owned or managed by the principal. Options can have a vesting period and/or expiration date, which affects their overall value. Equity compensation strongly incentivizes long-term employment and can be a great tool for building a team that is dedicated, loyal and aligned with the overall vision of the principal/family office.

STANDARD BENEFITS

HR Directors typically have access to the following corporate-style benefits:

Medical, dental and vision

Standard health benefits help employees stay healthy, reduce absenteeism and ultimately increase productivity.

Retirement savings account

401k, thrift savings plan or simple IRA, especially with employer matched contributions, shows your employees your commitment to their future.

Paid time off

PTO allows your employees to take time off from work for various reasons, such as vacation, sickness, personal matters or holidays.

Travel/miscellaneous expenses

Expenses incurred when travelling or conducting business on behalf of the principal(s). Expenses may include transportation, accommodations, meals and other costs related to business travel and may be reimbursed or covered by an allowance or budget.

OTHER BENEFITS / "PERKS"

Additional benefits are often included to enhance the attractiveness of an employment offer, as well as encouraging long-term employment. Such benefits include:

Education

Tuition reimbursement, scholarships/savings plans for those with college-aged children

Professional development

Encouraging and covering an employee’s participation in training courses, workshops, seminars, conferences or professional certifications

Health and wellness

Healthy food, beverages or snacks offered at the office
Paid or discounted gym memberships or fitness classes
Access to wellness programs with counseling services, health screenings, substance abuse treatment, etc.
Life and disability insurance

Employee assistance

Financial counseling
Legal advice
Transportation reimbursement or allowance

Charity

Volunteer opportunities
PTO days for community service
Charitable match program

Family benefits

On-site childcare or childcare reimbursements
Parental and family medical leave

Workplace

Remote work/flexible hours
Casual work attire
Employee recognition programs, awards or rewards

REPORT STRUCTURE

A Director of Human Resources typically reports:

To the head of the family office (Managing Director or Chief Executive Officer)
To other designated staff, such as a Chief Operations Officer or Chief of Staff

If this role is managerial in nature, this person may be responsible for subordinate HR staff including:

HR Manager or Coordinator
Benefits Administrator
Recruitment or Training Manager

Have Questions?

Building Teams, Shaping Success

A Director of Human Resources is responsible for overseeing talent acquisition, employee relations, benefits administration, and organizational development within a family office. They ensure a workplace that attracts, retains, and nurtures top-tier talent while aligning HR strategies with business objectives. Their expertise in compliance, leadership development, and workplace culture makes them an invaluable asset.

Need an HR leader who understands people and strategy? Let us connect you with someone capable of building a team that operates at their highest potential.

“We place HR Directors who aren’t just capable of building a strong team, but creating a meaningful and lasting workplace culture.”

Adam Cook

Managing Director, Old State Staffing

Elevate Your Human Capital

Why You Should Consider a Director of Human Resources

A Director of Human Resources ensures that your organization has the right people, policies, and culture to operate effectively and thrive. With a strategic approach to HR, they align talent management with business goals, creating a workplace where employees excel. A Director of Human Resources can help you: