Director of HR - Employee Relations New Orlando, FL

Director of Human Resources – Employee Relations Company: Guild Garage Group Department: Human Resources Reports To: Senior HR / Executive Leadership Location: Remote, with travel as needed About the Role Guild Garage Group is seeking an experienced Director of Human Resources – Employee Relations to serve as a strategic HR leader supporting our growing organization and portfolio of residential service brands. This role will have a primary focus on employee relations , serving as a trusted advisor to leaders and employees on complex workplace matters, performance management, investigations, policy interpretation, organizational change, and employment-related risk. The Director of HR will partner closely with operational leaders, HR team members, and executive leadership to ensure employee matters are handled consistently, professionally, and in alignment with company policies, employment laws, and our culture. This is an ideal opportunity for an HR leader who is comfortable operating in a fast-paced, multi-location organization , can balance employee advocacy with the needs of the business, and has the judgment and confidence to advise leaders through challenging people decisions. Key Responsibilities Employee Relations & Investigations Serve as a senior HR resource and subject matter expert for complex employee relations matters across the organization. Lead and oversee workplace investigations involving employee complaints, harassment, discrimination, retaliation, workplace conduct, leadership concerns, and other sensitive matters. Conduct thorough, objective, and well-documented investigations and provide recommendations based on findings. Partner with leadership to address employee concerns and resolve workplace issues in a timely, fair, and consistent manner. Review and provide guidance regarding disciplinary actions, written warnings, performance improvement plans, suspensions, and involuntary terminations. Identify trends in employee relations matters and recommend proactive solutions to address recurring issues. Maintain appropriate documentation and case records for employee relations matters. Partner with legal counsel when necessary on high-risk or complex employment matters. Leadership Coaching & Strategic HR Partnership Serve as a trusted advisor to executives, business leaders, General Managers, and people managers regarding employee and organizational matters. Coach leaders on effectively managing employee performance, accountability, communication, conflict, and difficult workplace situations. Help leaders navigate complex or sensitive employee decisions while balancing business needs, employee experience, consistency, and organizational risk. Build leadership capability by helping managers understand how to appropriately document, coach, counsel, and manage employee performance. Partner with business leaders to identify people-related challenges and develop practical solutions that support operational objectives. Provide HR guidance during organizational changes, leadership transitions, restructures, and other significant business initiatives. Performance Management Lead and continuously improve the organization's approach to employee performance management. Provide guidance to managers regarding coaching, corrective action, performance improvement plans, and employee accountability. Ensure performance and disciplinary processes are applied appropriately and consistently across the organization. Partner with leadership to address underperformance and develop appropriate action plans. Support the development of managers to improve the quality and consistency of employee feedback and performance conversations. HR Compliance & Risk Management Ensure HR practices comply with applicable federal, state, and local employment laws and regulations. Monitor changes in employment legislation and recommend updates to policies, procedures, and practices as appropriate. Provide guidance regarding FMLA, ADA/accommodations, leaves of absence, wage and hour considerations, workplace investigations, and other employment-related matters. Partner with HR leadership and legal counsel to identify and mitigate employment-related risk. Review employee separations and other high-risk employment decisions for consistency, documentation, and compliance. Support responses to unemployment claims, agency inquiries, employment claims, and other employee-related matters as necessary. Develop, review, interpret, and implement HR policies and procedures across the organization. Ensure policies are practical, scalable, and consistently applied across multiple brands and locations. Provide leadership and employees with guidance regarding company policies and employment practices. Identify opportunities to standardize HR practices while recognizing appropriate business or state-specific differences. Maintain appropriate employee documentation and HR records in accordance with company requirements and applicable laws. Organizational Growth & Integration Support HR initiatives associated with the continued growth of Guild Garage Group. Partner with leadership during acquisitions and integrations to assess employee relations risks, workplace practices, policies, and organizational needs. Help integrate new businesses and leadership teams into Guild's HR practices, expectations, and culture. Identify opportunities to improve the employee experience and strengthen consistency across brands. Support organizational design, workforce planning, succession planning, and leadership development initiatives as needed. Partner with other HR leaders and functional specialists to provide a consistent and high-quality employee experience. Provide guidance and mentorship to HR team members handling employee relations and general HR matters. Establish processes, documentation standards, and best practices for managing employee relations cases. Utilize employee relations data and trends to identify organizational risks and opportunities. Support broader HR initiatives, projects, and organizational priorities as needed. What We're Looking For Required Qualifications Experience within residential services, home services, field services, construction, skilled trades, or another distributed workforce environment . 8+ years of progressive Human Resources experience , with significant experience in employee relations. 3+ years of HR leadership or senior HR business partner experience supporting managers and senior business leaders. Experience with ADP/ADP Workforce Now Demonstrated experience conducting complex workplace investigations. Experience in benefits administration including 401K Strong working knowledge of federal and state employment laws and HR compliance requirements. Experience advising leaders on disciplinary actions, performance management, employee complaints, terminations, and other sensitive employment matters. Experience supporting a multi-location and/or multi-state workforce. Demonstrated ability to manage highly sensitive and confidential information with sound judgment and discretion. Strong written communication and documentation skills. Ability to effectively influence leaders and navigate difficult conversations. Ability to operate independently and make sound decisions in a fast-paced environment. Preferred Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field; equivalent relevant experience may be considered. Experience supporting an organization undergoing rapid growth, acquisitions, or integration. Experience working with both corporate and field-based employees. Experience with ServiceTitan is a plus SHRM-SCP, SPHR, or similar professional HR certification. Experience with HRIS platforms and employee relations case-management systems. You'd Be a Great Fit If You Are... A confident HR leader who can provide clear guidance even in difficult situations. An excellent listener who can remain objective when dealing with sensitive employee concerns. Comfortable challenging leaders constructively when necessary. Skilled at balancing employee advocacy, business objectives, consistency, and risk . A strong investigator who follows the facts and avoids jumping to conclusions. Pragmatic and solutions-oriented rather than overly theoretical. Able to build credibility with everyone from frontline employees to executive leadership. Comfortable working in an organization experiencing significant growth and change. Highly organized and capable of managing multiple complex employee matters simultaneously. Passionate about building strong leaders and creating a fair, accountable, high-performance culture. What We Have to Offer Health, Dental, and Vision Insurance Paid Time Off and Paid Holidays Employer-Paid Life Insurance Short-Term and Long-Term Disability HSA and FSA Options 401(k) with Company Match Employee Discounts Employee Referral Program Professional development and career growth opportunities The opportunity to be part of a growing family of residential service brands that invests in developing its people and leaders Guild Garage Group is an Equal Opportunity Employer AA/EOE/M/F/V/D. In compliance with the Americans with Disabilities Act, Guild may provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. All candidates are required to undergo pre-employment Background and Drug Screenings, as well as a Motor Vehicle Record Check. Pay Range

$145,000 - $165,000 USD