Who We Serve — Financial Services
Your name is on the license.
We keep the people risk off your desk.
Building Force Solutions delivers fractional HR leadership for registered investment advisors, wealth management firms, community banks, credit unions, insurance agencies, and accounting firms with 5 to 150 employees. Licensing, background checks, client-facing conduct standards, and the succession conversations founders keep putting off, handled by a senior HR leader who understands regulated, relationship-driven businesses.
Compliance-first HR for regulated, client-facing teams.
Employees. Big enough to carry real regulatory and people exposure, too small for a dedicated HR department.
Advisors, agents, and bankers often hold licenses across state lines. We track HR compliance wherever your team is registered to do business.
A senior HR professional who understands fiduciary duty, client trust, and why a bad hire can cost you more than a bad quarter.
The Problem
The business is regulated. The people side often isn’t.
Financial services firms build compliance programs for their products and their filings, then leave the HR side of the same risk unmanaged.
Licensing gaps hide in plain sight
Series licenses, state insurance lines, CPA credentials, and CE requirements. When HR doesn’t track licensing alongside compliance, a lapsed credential becomes a regulatory problem, not just an HR one.
Background checks aren’t optional
FINRA, state banking regulators, and insurance commissioners all require background and credit checks most industries never think about. Missing or sloppy documentation here draws regulator attention fast.
Client trust rides on conduct
A client-facing employee who mishandles a relationship or a complaint creates liability that touches compliance, legal, and HR at once. Most firms have no documented process connecting the three.
Succession is a people problem no one owns
Founder-led RIAs, agencies, and family firms often have no real plan for what happens when the person who built the book of business retires or exits. That is an HR and continuity problem hiding as a business problem.
What You Get
Fractional HR built for regulated, relationship-driven firms
The same four pillars as our core Fractional HR Leadership engagement, applied to licensing, conduct, and client-trust realities.
Licensing & credential compliance
Registration tracking, CE requirements, background and credit checks, and the documentation that holds up when FINRA, a state regulator, or an insurance commissioner comes asking.
Handbooks & conduct documentation
Policies that reflect fiduciary duty and client confidentiality, plus a discipline and complaint-handling process that connects HR to compliance instead of operating in a silo.
Hiring systems & succession planning
Structured hiring for relationship-driven roles, retention systems for advisors and agents who carry a book of business, and a real plan for what happens when a founder or top producer exits.
The hard conversations
Terminations, client transition issues, non-compete and non-solicit questions, and disputes handled with the documentation rigor a regulator or a departing advisor’s attorney will expect to see.
Where We Fit
Financial services firms we work with
RIAs & wealth management firms
Advisors managing client relationships and a book of business, with founder-level succession questions nobody has answered yet.
Community banks & credit unions
Client-facing staff under state and federal banking regulation, with the same headcount range as a mid-sized business but a very different compliance overlay.
Insurance agencies
Licensed agents across multiple states and lines, commission-driven pay structures, and the retention pressure of every carrier and competitor recruiting your best producers.
Accounting & tax firms
Seasonal workload swings, CPA licensing and CE tracking, and client-confidentiality standards that HR policy has to reflect, not just compliance training.
Fit Check
Built for some companies. Not for all.
Strong fit
- Financial services, wealth management, banking, insurance, or accounting firm with 5 to 150 employees
- Licensed or credentialed staff (Series licenses, state insurance lines, CPA, banking registrations)
- Client-facing roles where conduct and confidentiality carry real liability
- No succession plan for a founder, partner, or top producer
Probably not a fit
- Large institution with an existing HR and compliance department
- Wants payroll processing or benefits administration only
- Needs a recruiter to source licensed advisors or agents
- Pure back-office fintech with no client-facing or regulated roles
Common Questions
Fractional HR for financial services: straight answers
Does fractional HR overlap with our compliance function?
It complements it. Your compliance officer or outsourced compliance provider owns regulatory filings and supervision. Fractional HR owns hiring, documentation, conduct policy, and the people side of a complaint or a termination. We coordinate closely with compliance rather than replacing it.
Can you help with succession planning for a founder or top producer?
Yes. Succession is as much an HR and organizational question as it is a legal or financial one: who is being developed to take over client relationships, what the transition timeline looks like, and how the team is retained through the change. We build that plan alongside your other advisors.
Do you handle licensing and continuing education tracking?
We build the tracking system and the accountability around it. The employee still holds the license, but a fractional HR leader makes sure nothing lapses quietly and that your personnel files show a defensible paper trail.
Ready to find out where your firm’s risk sits?
One call. We’ll tell you where the exposure is, from licensing to succession, and whether fractional HR fits your firm.