Senior Director, Human Resources

Role Summary

Endurion is hiring a Senior Director of Human Resources to lead the organization’s HR and recruiting functions from its Tampa, Florida headquarters. Reporting to the Chief of Staff, this executive-level role owns both strategic direction and day-to-day execution across talent acquisition, employee relations, compliance, compensation, performance management, and HR operations.

The position supports a mission-focused defense contracting environment serving U.S. Special Operations Forces, SOCOM, the Department of Defense, and the Intelligence Community. The right candidate will help build scalable people programs for a cleared workforce, strengthen organizational culture, and support growth, integration, and operational excellence.

Core Responsibilities

This role provides leadership across the full HR lifecycle, including recruiting strategy, employee experience, regulatory compliance, total rewards, talent development, and HR systems. It also serves as the top HR advisor to senior leadership and helps shape initiatives that support business priorities and mission delivery.

Talent Acquisition and Recruiting

• Direct the full-cycle recruiting function, from strategy and sourcing through onboarding, with a focus on cleared talent, including Secret and TS/SCI candidates.
• Lead workforce planning, staffing forecasts, talent pipeline building, and employer-brand efforts to support growth and program demand.
• Develop relationships with universities, veteran groups, clearance-oriented communities, and similar talent sources.

Employee Relations and Engagement

• Oversee employee relations work such as conflict resolution, investigations, coaching conversations, disciplinary actions, and policy enforcement.
• Create and run engagement programs that include recognition, wellness, feedback channels, pulse surveys, town halls, stay interviews, and change-management efforts.
• Manage internal communications and help maintain a respectful, inclusive, and positive workplace environment.

Compliance and Federal Contractor Requirements

• Ensure adherence to OFCCP, VEVRAA, EEO, AAP, labor law, and security-clearance-related obligations for a cleared workforce.
• Own the preparation and upkeep of affirmative action plans, EEO-1 reporting, VETS-4212 filings, and support for audits and reviews.
• Develop and maintain HR policies, employee handbooks, and training programs that reduce risk and support ethical conduct.

Total Rewards

• Manage and improve compensation and benefits programs, including base pay, incentives, benefits enrollment, open enrollment, retirement plans, and equity considerations.
• Lead annual compensation planning, merit cycles, bonus administration, and benchmarking for cleared and technical roles.
• Work with Finance, the Chief of Staff, and other leaders to keep rewards programs competitive, compliant, and fiscally responsible.

Performance and Talent Development

• Design and oversee company-wide performance management processes, including goals, reviews, feedback, calibration, and development planning.
• Support leadership development, career pathing, succession planning, and talent reviews for key and cleared positions.
• Oversee HRIS and payroll-related integration, employee data accuracy, and system processes that improve efficiency.

HR Team Leadership and Operations

• Build, coach, and lead an effective HR team made up of recruiters, specialists, coordinators, and benefits administrators.
• Improve processes through automation, system optimization, and scalable HR infrastructure to support growth and post-merger integration.
• Act as a strategic partner to the Chief of Staff, executive leadership, and business leaders on workforce and organizational matters.

Performance Measures

• Recruiting success will be assessed by time-to-fill, quality of hire, offer acceptance, and strength of the cleared talent pipeline.
• Employee engagement and retention will be measured through survey results, turnover among critical talent, and satisfaction indicators.
• Compliance performance will be evaluated by audit outcomes and the accuracy and timeliness of required filings.
• Performance-management effectiveness will be tracked through completion rates, feedback quality, and impact on results.
• Total rewards success will be judged by enrollment levels, pay equity, market competitiveness, and employee satisfaction.
• HR operations will be measured by response times, resolution rates, process efficiency, and alignment with business goals.

Qualifications

• At least 12 years of progressive HR experience, including 5 or more years in a senior HR leadership role such as Senior Director or VP, with end-to-end ownership of HR and recruiting in defense, government contracting, or cleared settings.
• Proven success in scaling HR operations, leading high-volume cleared recruiting, managing post-merger integration, and meeting federal contractor compliance expectations.
• Strong command of OFCCP, VEVRAA, EEO, AAP, total rewards, performance management, employee relations, and workforce management in cleared environments.
• Hands-on experience with HRIS, ATS, payroll, and benefits administration, plus a track record of improving processes and navigating organizational change.
• A bachelor’s degree in Human Resources, Business Administration, or a related discipline is required; an advanced degree such as an MSHRM or MBA, or certifications such as SHRM-SCP, SPHR, or PHR are strongly preferred.
• An active DoD Secret clearance is required; TS/SCI is highly preferred.

Leadership Expectations

• Provide strategic and operational direction for the full HR function with a focus on scale, compliance, and impact.
• Maintain strong risk management practices and rigorous adherence to federal, labor, and security-related rules.
• Attract, grow, and retain mission-critical cleared talent to support business expansion.
• Build trusted partnerships across leadership teams so HR priorities stay aligned with company goals.
• Demonstrate commitment to the company’s service-oriented mission and standards of integrity and excellence.

Equal Opportunity and Accommodation

Endurion provides equal employment opportunity to all qualified applicants and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected status. Reasonable accommodations are available for qualified individuals with disabilities in accordance with the ADA. Candidates needing assistance or accommodation may contact [email protected].

Additional Information

This description reflects the general nature and level of work for the role and is not intended to cover every duty, responsibility, or skill. The company may adjust or expand job duties as needed. Employment is at-will, which means either the employee or the employer may end the relationship at any time, with or without cause or advance notice, as long as applicable law is followed.