Position Summary

The individual selected for this opportunity will play an integral part of the Tax Advisory team and is responsible for the day-to-day activities, essentially acting as an expediter for all tax activities. In addition, this position will be responsible for managing, coordinating, and supporting the overall tax efforts for the firm to ensure we are meeting firm goals.

Primary Responsibilities

• Tax planning and preparation for high-net-worth individuals and their related entities; including extensions.
• Ensuring compliance with all federal and state filing requirements on behalf of clients.
• Performing technical research to address complex tax issues with the support of a team.
• Analyzing client information and working collaboratively with advisors to offer recommendations for reducing client tax liabilities.
• Ensuring top quality client service in collaboration with the wealth management offering.
• Communicating effectively with advisors and their clients in a timely and professional manner.
• Effectively solving problems and resolving issues for clients and their advisors.
• Acting as a resource to wealth management teams for tax planning, tax research, and ongoing education of tax-related developments.
• Assisting the Director of Tax Services with regularly educating permanent and seasonal tax preparation staff.
• Assisting the Director of Tax Services with communicating relevant tax developments to clients through newsletters, social media, and/or other communications.

Qualifications

• A CPA, EA or JD with a minimum of 5+ years’ relevant experience.
• A demonstrated focus on preparing individual and fiduciary tax returns with a primary focus on high-net-worth individuals and families.
• Superb written and verbal communication skills.
• Proficiency in Microsoft Office applications, including Excel, and proven ability to learn other technology.
• Notable attention to detail, self-initiated follow-through, and outstanding time management and organizational skills; and
• Ability to work individually and in a team atmosphere.
• The willingness and ability to work additional hours, as needed, during busy season.

The position prefers:

• Experience preparing high-net-worth individual, business, partnership, foundation, and gift tax returns.
• Experience with ProSystem fx® Tax, CCH Axcess, and BNA Income Tax™ Planner.
• Big Four” or large regional accounting firm experience.

This position is an Exempt role. The annualized base pay range for this role is expected to be between $110,000-$130,000/yr. Actual base pay could vary based on factors including but not limited to experience, subject matter expertise, geographic location where work will be performed and the applicant's skill set.  The base pay is just one component of the total compensation package for employees. Other rewards may include an annual bonus and a comprehensive benefits package.

Position Summary
The Vice President, Compensation will lead the design, implementation, and ongoing management of broad-based and incentive compensation programs across a complex, multi-entity organization. This role is responsible for building scalable compensation infrastructure, including salary structures and compensation frameworks, while owning end-to-end compensation planning cycles.

The role partners closely with HR Operations on job architecture and leveling to ensure alignment with compensation strategy, market data, and internal equity.

The ideal candidate brings deep expertise in operationalizing compensation programs within a multi-entity environment, strong expertise in compensation systems (including Workday), and the ability to drive consistent, market-competitive, and equitable pay practices.

Primary Responsibilities

• Own and execute end-to-end compensation planning cycle, including Workday configuration, data validation, governance, and stakeholder alignment.
• Serve as the functional lead for Workday Compensation, including design, configuration, and optimization of compensation modules and planning cycles.
• Partner with HR Operations to design and implement job architecture and leveling frameworks, ensuring alignment with compensation strategy, salary structures, and internal equity.
• Drive broad-based compensation strategy, including base salary, annual incentives, and workforce segmentation.
• Develop reporting and dashboards to enhance data transparency, support decision making, and improve the efficiency of compensation processes.
• Partner with HR and business leaders to build, standardize, and scale compensation practices across a multi-entity environment.
• Lead market benchmarking and pay equity analyses, translating insights into actionable recommendations.
• Establish and maintain governance frameworks to ensure consistency, compliance, and disciplined execution of compensation programs across entities.
• Build processes that enable efficient administration and data integrity across compensation programs.
• Support executive compensation programs as needed, in partnership with senior leadership.
• Stay informed on market trends, regulatory developments, and best practices in broad-based compensation, incentive pay, and executive compensation within the industry.
• Partner with Finance, Legal, and HR leaders to ensure alignment between compensation strategy, budgets, and overall business strategy.
• Provide coaching and training to HR and business leaders on compensation practices and policies.
• Build strong relationships with leaders in both wealth management and business management lines to address their unique needs.

Qualifications

• 10+ years of progressive compensation experience, with a strong focus on broad-based compensation and program execution.
• Demonstrated experience leading compensation planning cycles in a complex, multi-entity environment.
• Deep understanding of job architecture, leveling, and salary structure design.
• Hands-on experience with Workday Compensation (required), including configuration and execution of compensation planning cycles.
• Strong analytical skills and problem-solving skills with the ability to translate data into actionable insights.
• Experience building or transforming compensation programs, processes, or infrastructure in a complex environment.
• Proven ability to operate in a fast-paced, high-growth, and decentralized organization.
• Demonstrated ability to influence and build consensus with senior leaders.
• Bachelor’s degree in Human Resources, Finance, Business, or related field required; Master’s degree or CCP (Certified Compensation Professional) preferred.

This position is an exempt position. The annualized base pay range for this role is expected to be between $175,000-195,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education.

About Focus Financial Partners
Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn.

The Head of Total Rewards is responsible for leading the strategy, design, execution, and continuous improvement of enterprise-wide compensation, benefits, equity, and recognition programs. Reporting to the CHRO, this leader will modernize total rewards programs, build scalable processes, develop a high-performing team, and ensure rewards programs support business growth, performance, and employee engagement.

This role requires a strategic, hands-on leader who can balance long-term vision with day-to-day execution. The ideal candidate is equally comfortable operating at the executive level, developing talent, improving processes, and getting into the details to drive results.

Primary Responsibilities

 Strategic Leadership

• Develop and execute a comprehensive total rewards strategy aligned with business goals and talent priorities
• Serve as a trusted advisor to the CHRO and senior leadership team on compensation, benefits, and market trends
• Ensure rewards programs are competitive, equitable, and scalable across all business units

Compensation

• Lead the design, administration, and governance of base salary, annual incentive, commission, and long-term incentive programs
• Oversee annual compensation cycles including merit planning, bonus processes, promotions, and market reviews
• Partner with Finance on budgeting, forecasting, and compensation modeling
• Support executive compensation programs, including board-level materials, analytics, and recommendations
• Ensure compliance with all applicable compensation regulations, reporting, and governance requirements

Benefits & Wellbeing

• Lead strategy and oversight of health, retirement, wellness, leave, and other employee benefit programs
• Evaluate vendor partnerships and optimize benefits offerings to balance employee experience, competitiveness, and cost efficiency
• Drive employee education and engagement and education around benefits programs and resources

Operations & Transformation

• Assess current processes and implement more efficient, scalable ways of working across total rewards
• Lead systems optimization and process automation, including partnership with Workday team
• Build governance, controls, and repeatable processes that improve execution and service delivery
• Support integration and harmonization efforts across a dynamic and evolving business portfolio

Team Leadership

• Lead, coach, and develop a high-performing total rewards team focused on accountability, collaboration, and continuous improvement
• Establish clear priorities, development plans, and operating rhythms across the function

Qualifications

• 15+ years of progressive experience in compensation, benefits, or total rewards, including senior leadership responsibility
• Experience with Workday, including Compensation, Advanced Compensation, Benefits, and related HR systems modules required
• Proven success building, scaling, or transforming total rewards functions in a complex or high-growth environment
• Deep expertise in compensation strategy, market benchmarking, incentive design, and rewards governance
• Strong working knowledge of employee benefits and retirement programs
• Demonstrated ability to improve processes, simplify operations, and drive measurable outcomes
• Strong financial and analytical acumen with the ability to translate data into business insights
• Executive presence with strong communication and stakeholder management skills
• Experience in financial services, professional services, private equity0backed, or multi-entity organization preferred
• Bachelor’s degree required; advanced degree preferred

This position is an exempt position. The annualized base pay range for this role is expected to be between $275,000 - $325,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education.