Top Senior HR Jobs in Orlando, FL

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Senior HR Business Partner Manager partners with senior leaders to translate business priorities into people strategies. Leads talent reviews, succession planning, leadership development, change management, performance calibration, workforce planning, and engagement initiatives. Uses HR analytics to inform decisions and collaborates with HR Centers of Excellence to implement programs and improve organizational effectiveness and culture.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Strategic individual contributor partnering with C-suite and senior leaders across G&A, GTM, and Clinical to shape org strategy, structure, talent, and leadership. Drive hiring, performance management, restructuring, and organizational effectiveness during rapid growth, coaching leaders to build high-performing teams and reduce friction while scaling.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Manage day-to-day HR operations and own payroll for Philippines-based staff: collect and validate timesheets, calculate pay and statutory contributions, maintain records, ensure Philippine labor law compliance, support onboarding/offboarding and employee relations, and improve HR/payroll workflows.