Human Resources Director

Loyal Source; Orlando (FL); On-site; USD 120,000 - 190,000; Full time

Job summary

Loyal Source is seeking a Director of Human Resources to provide strategic leadership across HR functions, with emphasis on employee relations, policy compliance, and HR business partnering in a multi-state environment. You will lead a team, advise executives, and drive scalable HR processes to support rapid growth and complex workforce needs.

The role requires a Bachelor's in HR or related field, a Master’s degree preferred, and at least 7 years of progressive HR experience including leadership

Qualifications

• Bachelor's degree in HR or related field; Master's preferred.
• At least 7 years of progressive HR experience with senior employee relations leadership.
• Experience in government contracting and/or healthcare is strongly preferred.
• Experience supporting multi-state workforces across diverse regions.

Responsibilities

• Lead employee relations and HR support at senior level.
• Partner with executives and program leaders on workforce strategy and risk management.
• Oversee investigations, ADA accommodations, leaves, and discipline with compliant processes.
• Develop and improve HR policies, audits, and governance across states.
• Coach managers on employment practices and performance management.
• Drive scalable HR processes in a fast-growing organization.

Skills

Employee relations

HR leadership

Policy compliance

Investigations

Multi-state HR

Education

Bachelor's degree in HR or related field

Master’s degree preferred

Tools

Workday

HRIS

MS Office

Job description

Summary

The Director of Human Resources is a senior HR leader responsible for providing strategic and operational leadership across the Human Resources function, with a strong emphasis on employee relations, HR business partnership, compliance, investigations, and workforce support across a multi-state environment. This role partners closely with executive leadership and operational leaders to advise on complex employment matters, strengthen manager capability, support employee engagement, and ensure consistent application of policies, procedures, and employment practices. The Director leads and develops a team responsible for employee relations and HR support, while also helping build scalable HR infrastructure, including policies, procedures, audits, controls, and compliance practices. Experience supporting government contracting and/or healthcare environments is strongly preferred, along with demonstrated ability to navigate rapid growth, ambiguity, and evolving business needs.

Job Classification

Salary Exempt

Duties and Functions

ESSENTIAL FUNCTIONS AND BASIC DUTIES

Corporate Human Resources and Employee Relations Leadership: Provides senior-level leadership and oversight for employee relations, HR business partnership, compliance, workplace investigations, ADA accommodation requests, leave of absence processes, performance management, disciplinary action, policy interpretation, manager coaching, onboarding, employee engagement, and HR operational support.

HR Business Partnership and Field Support: Serves as a trusted HR business partner to leadership, Program Managers, Deputy Program Managers, and operational stakeholders, providing practical guidance on workforce issues, employee relations trends, compliance risks, policy application, and people strategies that support business objectives.

Responsibilities: Including but not limited to:

• Lead, coach, and develop a team responsible for employee relations and HR support, ensuring consistent service delivery, sound judgment, accountability, and timely resolution of complex matters.
• Partner with senior leadership and business leaders as a strategic HR advisor on employee relations, workforce planning, organizational effectiveness, manager capability, and risk mitigation.
• Oversee and support employee and workplace investigations, including intake, fact-finding, documentation, recommendations, corrective action, and follow-through in alignment with company standards and applicable law.
• Provide guidance on ADA accommodation requests, leave of absence processes, performance concerns, disciplinary actions, terminations, workplace conduct, and other sensitive employee matters.
• Navigate federal, state, and local employment and labor law requirements across a multi-state workforce, identifying trends, compliance risks, and recommended actions.
• Develop, implement, and continuously improve HR policies, procedures, standard operating practices, employee handbook content, audit processes, and compliance controls.
• Support HR infrastructure needs in a fast-paced, high-growth environment, including building scalable processes, documenting practices, strengthening governance, and driving consistent execution.
• Advise and train managers on employment matters, including hiring practices, coaching, counseling, performance management, corrective action, documentation, workers’ compensation, and termination processes.
• Oversee administration and compliance of assigned HR programs, including employee relations, leave management, ADA, onboarding, exit interviews, unemployment, workers’ compensation, occupational health and safety, training, and development.
• Lead cross-functional efforts to resolve operational issues, strengthen HR practices, improve employee experience, and support business continuity.
• Translate data, trends, and employee relations insights into practical recommendations and actionable strategies for leadership.
• Communicate effectively with executives, managers, employees, and key stakeholders, presenting complex HR concepts clearly and professionally across all levels of the organization.
• Other duties as required.

Education and Experience (Required)

Bachelor's Degree in an HR or related field;

Master’s degree preferred

Preferred Requirements

Minimum of 7 years of progressive HR experience, including senior-level employee relations leadership and HR business partner experience supporting leadership teams

Knowledge/Skills/Abilities (KSA)

REQUIRED KNOWLEDGE:

• HR certification preferred.
• Minimum of 7 years of progressive HR experience, including senior-level employee relations leadership and HR business partner experience supporting leadership teams.
• Strong knowledge of federal, state, and local employment and labor laws, with demonstrated experience supporting multi-state employee populations.
• Demonstrated experience conducting or overseeing employee and workplace investigations, providing recommendations, and supporting appropriate documentation and corrective action.
• Experience managing ADA accommodation requests, leave of absence processes, performance concerns, disciplinary actions, and other complex employee relations matters.
• Experience in government contracting and/or healthcare strongly preferred.
• Experience supporting startup, rapid-growth, or highly dynamic environments, including creation or improvement of policies, procedures, HR audits, compliance practices, and scalable HR processes.
• Ability to influence, lead change, and model behaviors that drive business performance, accountability, and a positive workplace culture.
• Proficient in Word, Excel, and PowerPoint.
• Strong Human Resources Information System (HRIS) experience; Workday experience preferred.
• Excellent verbal and written communication skills, sound judgment, discretion, and a strong customer-service orientation.

SKILLS/ABILITIES:

• Must possess and exercise diplomatic tact and have the capability and capacity to develop and managecomplex business relationships within the organization
• High degree of work ethic
• Communicates and works well with others in a team environment.
• Enthusiastic, proactive, results-driven and solutions-orientated with a strong work ethic and integrity.
• Superior organizational, presentation and communication skills.
• Ability to thrive in a challenging environment requiring high degree of deadline-driven productivity, commitment, adaptability, communication, initiative and follow-through.
• Effective time management skills, with strong organization and prioritization abilities.
• High tolerance / evolved ability to lead and manage ambiguous situations.
• Superior verbal, written, facilitation and presentation skills.
• Demonstrated collaboration and team leadership skills
• Strong time and project management skills.

Supervisory Responsibilities

HR/Employee Relations Manager, Employee Relations Specialist, other HR support positions, etc.

Physical Demands

Prolonged periods sitting at a desk and working on a computer.

Must be able to lift up to 15 pounds at times.

May be required to travel to worksites few times a year.

Acknowledgement

Loyal Source provides healthcare and technology solutions designed to improve outcomes and support mission-critical operations. Guided by innovation and purpose, we help organizations achieve success across complex challenges worldwide. Loyal Source is a military friendly employer and proud partner of the Military Spouse Employment Partnership program.

Loyal Source uses AI‑powered voice screening as part of our application process. After you apply, you will receive a brief qualification survey via text or email. Candidates who meet the position requirements will then be invited to complete a quick AI‑powered voice assessment. This easy, no‑scheduling‑required process helps us and the candidate move the hiring process forward faster.

We are committed to providing equal employment opportunities to all applicants. If you have a disability or medical condition and need a reasonable accommodation to participate in this step of the hiring process, you may request an alternative method or accommodation at any time by contacting Human Resources at [e-mail].

If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation by contacting HR at [e-mail]. If you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability, please select the accessibility menu to the (right or left) for more assistance. You can also request reasonable accommodations by contacting a telecommunications relay service by dialing 711 for direct access and assistance (tty).

This contractor and subcontractor abides by the requirements of 41 CFR 60-300.5(a) and 41 CFR 60-741.5(a). These regulations prohibit discrimination against qualified individuals on the basis of protected veteran status or disability, and require affirmative action by covered prime contractors.