Culture and Talent Development Manager

We are seeking a dynamic and experienced Culture and Talent Development Manager to lead and elevate our company’s HR strategy. The ideal candidate will have a proven track record of creating and implementing HR initiatives that enhance company culture, improve employee relations, and drive talent retention. This role will focus on both strategic and tactical HR functions, with a significant emphasis on recruiting strategy, creating clear career paths, job rankings, and employee engagement strategies. The ideal candidate should be able to work independently while guiding our team towards sustainable growth.
Why Willis Johnson & Associates?
Willis Johnson & Associates is a fast-growing, award-winning wealth management firm specializing in corporate executives and professionals. We help our clients optimize everything in their personal financial lives, from compensation and benefit strategy to tax mitigation, retirement planning, and investments. With an in-house CPA team, we provide comprehensive tax preparation for our clients. We put our clients first—all the time, every time. No product sales. No commissions. Straight fee-only financial planning and asset management.
Just as we prioritize our clients, we invest in our team. We offer a competitive benefits package, including medical, dental, vision, disability/life insurance, 401(k), and PTO. We support personal and professional growth, encourage continued education, and sponsor participation in educational conferences and events. WJA is proud to have been named one of the Best Places to Work for Financial Advisors by Investment News multiple years in a row.
Challenges This Role Will Address

1. Developing a Recruiting Pipeline for Tax Professionals:
   
   • Establish a strong pipeline for tax associates, senior tax associates, and tax managers to support the tax department's needs.
   • Enhance WJA’s brand appeal to tax professionals, including highlighting the benefits of transitioning from Big 4 firms to a wealth management environment that offers a supportive culture and career growth.
   • Design career paths that appeal to tax professionals, providing them with a clear trajectory from associate to manager within the firm.
   • Develop a Succession Plan for the tax department, ensuring a smooth transition and continuity of leadership.
2. Branding and Structuring Entry-Level Hires:
   
   • Create a structured rotational program for entry-level hires that offers experience across various departments, including client operations, investment operations, and wealth management.
   • Develop a clear entry-level track that supports long-term career growth, similar to competitor programs like the "Advisor Growth Track," with clear progression and learning opportunities.
3. Building a Lead Advisor Talent Pipeline:
   
   • Identify and develop a pipeline of talent capable of growing into lead advisor roles, focusing on those with the potential to meet with clients and close new business.
   • Implement targeted training and development strategies to cultivate the skills required for successful client-facing roles.
4. Providing Feedback and Coaching for Managers:
   
   • Conduct one-on-one sessions with employees and facilitate "Why Stay" interviews to boost retention and provide support to management.
   • Equip managers with the feedback and coaching needed to enhance their leadership skills, improve team dynamics, and support career development within their teams.
5. Developing a Structured Training and Development Program:
   
   • Assist each department in transitioning from an apprenticeship model to a more structured and consistent training program.
   • Enhance the advisor training process to ensure a base level of consistency as more advisors enter the training pipeline, supporting a standardized development experience across departments.
6. Creating Borderless Career Paths
   
   • Develop flexible career paths that enable employees to move between departments as new opportunities arise, promoting internal mobility and broadening employees’ skill sets.
7. Tailoring Career Development Programs for High-Performing Talent
   
   • Identify and monitor high-performing employees, designing customized career development programs to maximize their growth and retention.

Essential Responsibilities

• Culture & Employee Relations: Elevate company culture, overhaul the benefits package, and manage employee relations. This involves refining existing cultural elements and enhancing employee engagement across all levels.
• Job Rankings & Compensation: Develop job rankings by establishing salary bands for roles and clarifying task complexity between levels, ensuring a transparent and fair progression path for employees.
• Performance Management & Retention: Oversee performance management processes, develop a clear succession planning framework, and design retention strategies.
• Hiring & Recruitment: Lead recruitment strategies, manage the ATS, and ensure candidate alignment with technical and cultural requirements. Travel to career fairs and recruitment events to attract top talent.
• Training & Development: Implement training programs, offer executive coaching, and create development programs for advisors and entry-level hires.

Qualifications:

• Bachelor’s Degree required; Master’s Degree and SHRM certification preferred.
• 8+ years of HR experience, preferably in both large corporations and smaller, growing companies.
• Strong understanding of employee relations, compensation frameworks, and job ranking systems.
• Experience with HR software and performance management tools like Paycor.
• Ability to work independently, drive strategic initiatives, and handle day-to-day operational tasks.
• Willingness to travel to career fairs and recruitment events as needed.

What We Offer

• Work/Life Balance. For Real
• Flexibility to work from where you are most comfortable; at home or in the office, except for required client and department meetings
• Collaborative, Positive Teammates
• Advancement Opportunities
• Autonomy in Your Role
• Professional Development Options
• Rewarding Work That Matters

Compensation & Benefits

• Target Salary: $125,000/year, plus 15-38% discretionary performance bonus paid out bi-annually.
  
  • Total Compensation with Bonus = $143,750 - $173,600.
• 401(k) plan with opportunity to earn up to 7% the first year and 10% with tenure.
• Best and brightest leaders will have opportunities to buy into and become owners in the firm over time.
• 26 Paid Days Off, consisting of 15 PTO days and 11 market holidays
• Employer paid Health/Dental/Vision insurance premiums for individuals and families.
• Employer HSA contributions
• Employer paid Life and Long-Term Disability