Nationwide
HR Recruiting
Founders with More
Than 20 Years in Recruiting
Direct Hire and
Permanent Placement
Contract and
Contract-to-Hire
Retained
Executive Search
Whether you are building an HR function, strengthening an established department, adding temporary expertise, or replacing a senior leader, Trova can structure the search around your organization and what the new hire must accomplish.
Your HR Team Influences
the Entire Organization
HR professionals advise leaders, support employees, manage sensitive situations, administer important programs, and help turn business plans into workforce decisions.
That makes an HR hire different from filling a routine vacancy.
The right candidate must understand the HR discipline, but that is only the beginning.
The person may also need to earn the confidence of executives, advise managers, communicate with employees, work across departments, and make sound decisions when the answer is not obvious.
Trova begins by understanding the role behind the title:
- Business need: Why is the position open, and what must the new employee improve, build, protect, or lead?
- HR scope: Is the role strategic, operational, technical, employee-facing, or a combination of these areas?
- Organizational environment: Which employees, managers, executives, locations, and business units will the person support?
- Required expertise: Which systems, programs, workforce environments, and areas of HR knowledge matter most?
- Conditions for success: What level of independence, discretion, influence, and change leadership will the position require?
These conversations allow Trova to recruit for the actual work instead of relying on a recycled job description.
HR Recruiting Informed by
Recruiting and Business Experience
Trova was founded by Tim Lesnick and Beau McGlamery, recruiting and professional services leaders with more than two decades of experience advising employers, building professional networks, and connecting candidates with organizations across the country.
Beau’s background includes early work with applicant tracking technology and leading recruiting and consulting practices. Tim has spent more than 20 years in staffing and has spoken and written about interviewing, inclusive hiring, professional development, and the importance of human judgment in candidate evaluation.
The broader Trova team also includes experience in human resources business partnering, employee relations, performance management, organizational development, talent management, and staffing operations.
This combination helps Trova understand the needs of the executive building a stronger people function, the HR leader improving a department, and the professional considering a career move.
Human Resources Professionals Trova Recruits
HR departments vary by workforce size, industry, organizational structure, and stage of growth.
A smaller company may need a versatile HR leader who can build the function.
A larger organization may need deeper expertise in talent acquisition, employee relations, total rewards, organizational development, HR technology, or another specialty.
Trova recruits across the following HR role families.
HR Leadership
HR leaders may build the people function, lead an established department, advise executives, guide change, or prepare the organization for growth.
Many director and selected leadership positions can be handled through direct hire recruiting. A critical, confidential, or highly complex CHRO, Chief People Officer, or senior vice president search may require retained executive search.
- Executive leadership: Chief Human Resources Officer, Chief People Officer, Senior Vice President of Human Resources
- Department leadership: Vice President of Human Resources, Vice President of People, Human Resources Director
- Regional and functional leadership: Head of Human Resources, Head of People, Regional HR Director, Divisional HR Leader
HR Business Partners, Managers, and Generalists
These professionals often work closest to business leaders, managers, and employees. Their responsibilities may cross employee relations, workforce planning, performance management, policy administration, engagement, recruiting, and daily HR operations.
For an owner building the company’s first formal HR function, the correct title may not be obvious. Trova can help distinguish between a generalist, manager, business partner, director, and executive based on the workforce and responsibilities involved.
- Business partnering: Senior HR Business Partner, Human Resources Business Partner, People Partner
- HR management: Human Resources Manager, People Operations Manager, Regional HR Manager
- General HR support: Senior HR Generalist, Human Resources Generalist, HR Specialist, HR Coordinator
Talent Acquisition and Recruiting
Trova recruits professionals who can reach candidates, advise hiring managers, manage recruiting processes, and support a consistent candidate experience.
These roles may be permanent or contract-based when an organization needs additional recruiting capacity for a hiring increase or temporary vacancy.
- Talent acquisition leadership: Head of Talent Acquisition, Talent Acquisition Director, Recruiting Director
- Recruiting management: Talent Acquisition Manager, Recruiting Manager, Recruiting Operations Manager
- Recruiting professionals: Corporate Recruiter, Talent Acquisition Partner, Talent Acquisition Specialist, Sourcing Specialist
Employee and Labor Relations
Employee and labor relations professionals manage situations that require sound judgment, confidentiality, careful documentation, and consistent communication.
The search should reflect the employee population, workforce structure, case complexity, and the relationship the position will have with management, executives, employees, and legal counsel.
- Employee relations leadership: Employee Relations Director, Employee Relations Manager, Head of Employee Relations
- Employee relations support: Employee Relations Partner, Employee Relations Specialist, HR Compliance Specialist
- Labor relations: Labor Relations Manager, Labor Relations Specialist, Labor Relations Partner
Compensation, Benefits, Payroll, and Total Rewards
Total rewards professionals help organizations build and administer programs that affect compensation, benefits, payroll, employee understanding, and talent retention.
These searches may require experience with specific workforce sizes, plan structures, compensation programs, payroll environments, reporting requirements, or HR systems.
- Total rewards leadership: Total Rewards Director, Compensation and Benefits Director, Head of Total Rewards
- Compensation: Compensation Manager, Senior Compensation Analyst, Compensation Analyst
- Benefits and payroll: Benefits Manager, Benefits Specialist, Payroll Manager, Payroll Specialist
Learning and Development
Trova recruits learning professionals who can connect training, leadership development, onboarding, and workforce capabilities with the organization’s goals.
Candidate evaluation may include program design, facilitation, stakeholder management, measurement, learning technology, and the ability to connect development programs with business needs.
- Learning leadership: Learning and Development Director, Head of Learning, Leadership Development Director
- Program management: Learning and Development Manager, Training Manager, Learning Program Manager
- Design and delivery: Instructional Designer, Learning Experience Specialist, Leadership Development Specialist
Organizational Development and Talent Management
These professionals help organizations strengthen leadership, performance, succession, engagement, and organizational effectiveness.
Trova works with the employer to clarify whether the position will design strategy, manage programs, advise leaders, facilitate change, analyze workforce data, or perform several of these responsibilities.
- Organizational development: Organizational Development Director, Organizational Effectiveness Leader, Organizational Development Manager
- Talent management: Talent Management Director, Talent Management Manager, Succession Planning Leader
- Employee performance and experience: Performance Management Leader, Employee Experience Manager, Engagement Program Manager
HR Transformation and Change
Growth, restructuring, acquisitions, technology implementations, and new operating models can create demand for HR professionals who know how to move people and processes through change.
Depending on the scope and expected duration, these needs may call for a permanent leader, a contract professional, or project-based support.
- Transformation leadership: HR Transformation Leader, Workforce Transformation Leader, People Transformation Director
- Change management: Change Management Director, Organizational Change Manager, People Change Partner
- Program and integration support: HR Program Manager, HR Integration Lead, HR Project Manager
HR Operations, HRIS, and People Analytics
HR operations and HRIS professionals create the systems, workflows, reporting, and administrative foundation that allow an HR department to operate effectively.
A focused search may need to evaluate functional HR knowledge alongside system configuration, data, reporting, integrations, implementations, process improvement, and user adoption.
- HR operations: HR Operations Director, HR Operations Manager, People Operations Manager
- HR systems: HRIS Director, HRIS Manager, HRIS Analyst, HCM Systems Analyst
- Data and implementation: People Analytics Manager, HR Reporting Analyst, HR Systems Implementation Specialist
Do not see the exact HR position you need?
Tell Trova about the responsibilities, workforce, and business situation behind the role.
When Organizations Need
HR Recruiting Support
Demand for HR talent often begins with a change in the business. Understanding that change helps Trova determine the right specialty, experience level, and recruiting approach.
Growth Has Outpaced the HR Structure
As a company grows, hiring, onboarding, employee relations, benefits, and performance management may become too much for owners, managers, or a small HR team to handle. The organization may need its first HR professional or a leader who can build a stronger function.
The HR Team Needs Specialized Expertise
An established department may need deeper experience in talent acquisition, employee relations, compensation, benefits, learning and development, or another HR discipline. Trova helps define the expertise the team is missing and the level required.
An HR Leadership Position Is Open
A vacant CHRO, vice president, director, or manager position can leave executives without an important advisor and place more pressure on the remaining HR team. Trova can recruit a permanent replacement, provide temporary coverage, or conduct a retained executive search.
Change or New Technology Requires Additional Expertise
Acquisitions, integrations, restructurings, leadership transitions, and HRIS initiatives can affect employees, systems, data, workflows, and communication. Trova can recruit HR transformation, change management, HRIS, integration, and program professionals based on the work involved.
A Temporary Gap Is Affecting the Team
An employee leave, unexpected departure, hiring increase, or extended search can leave important HR responsibilities uncovered. Contract staffing can add capacity while the organization manages the immediate need or completes a permanent search.
The Company Is Preparing Future Leaders
Leadership development, succession planning, performance improvement, and employee growth may require dedicated learning, organizational development, or talent management expertise.
Trova identifies the HR experience behind the business need, then builds the search around the person your organization needs next.
Choose the
Right Recruiting Model
Human Resources is the professional specialty.
Direct hire, staff augmentation, and retained executive search are different ways Trova can support the need.
Direct Hire for
Permanent HR Positions
Direct hire recruiting supports permanent HR hires across experienced professional, specialist, management, director, and selected leadership levels.
Trova develops the search around the role’s responsibilities, required experience, organizational environment, and long-term expectations.
Staff Augmentation
and Contract-to-Hire
Staff augmentation and contract-to-hire can provide temporary capacity, specialized project support, leave coverage, or an opportunity to evaluate a professional before making a permanent hire.
Your organization directs the professional’s daily work while Trova manages recruiting, employment, payroll, and assignment support.
Retained
Executive Search
Retained executive search provides a more intensive approach for senior, confidential, specialized, or business-critical HR leadership positions.
Trova works with owners, boards, executives, and approved decision-makers to define the business need, research the market, approach qualified leaders directly, evaluate candidates, and support the organization through selection and the offer.
Trova Looks Beyond the Best Interview
HR candidates are often experienced communicators. A polished interview, however, does not automatically show how someone will handle employee concerns, advise a difficult manager, protect confidential information, use workforce data, or guide the organization through change.
In his DisruptHR presentation, “Stop Hiring the Best Interviewer“, Trova co-founder Tim Lesnick encourages employers to move past predictable questions and rehearsed answers.
Trova applies that thinking by exploring:
- Evidence of performance: Real situations, actions, decisions, and results rather than general statements about ability
- Functional depth: What the candidate personally owned, influenced, built, administered, or improved
- Scope behind the title: Team size, workforce supported, executive exposure, decision-making authority, and program responsibility
- Judgment and communication: How the candidate approaches sensitive situations and communicates with employees, managers, and executives
- Systems and data: Relevant platform experience, reporting ability, implementations, integrations, analytics, or process design
- Change leadership: Experience gaining support, communicating change, and helping people move through uncertainty
- Career alignment: What motivates the candidate and whether the opportunity supports that person’s goals
Professional credentials such as SHRM, HRCI, compensation, benefits, payroll, change management, or HR technology certifications may also be considered when relevant to the position.
Credentials support the evaluation, but they do not replace applicable experience and judgment.
Human Conversations and
Professional Relationships Still Matter
Technology can help organize information and expand a search, but recruiting decisions should not depend on keywords or automated résumé screening alone.
In an article featured by the Greater Orlando SHRM newsletter, Tim discussed the limitations of automated screening and the importance of human oversight, empathy, and finding the story behind a résumé.
Trova combines recruiting tools with direct conversations, market research, referrals, and professional relationships developed over decades. This helps the team reach experienced HR professionals who may not be applying to public job postings.
As Trova’s founders explained in their Orlando Magazine interview, the firm works to understand the less obvious elements of an organization’s culture and connect them with a candidate’s professional goals.
For the employer, the position must be represented accurately. For the candidate, the opportunity should make sense for their experience and next career step. Trova keeps both sides informed so they can make a more thoughtful decision.
Read Tim’s perspective on AI and human judgment in hiring
Learn more about Trova’s relationship-driven approach
Support for HR Leaders, Owners, and Executives
Trova can work alongside established HR and talent acquisition teams by adding sourcing capacity, reaching passive candidates, and supporting specialized or sensitive searches.
For owners and executives building an HR function, Trova can help clarify whether the business needs a generalist, business partner, manager, director, specialist, or executive.
The search begins with the responsibilities and business need instead of assuming the title.
Human Resources Recruiting in Orlando and Nationwide
Trova is based in Winter Park, Florida, and supports employers throughout Orlando and Central Florida.
Our reach extends across the United States.
Trova can develop an HR search around the position’s location, work arrangement, industry, workforce, and access to qualified candidates.
Whether you are hiring locally, considering relocation candidates, or building a remote or multistate HR team, Trova can structure the search around your organization.
Human Resources
Recruiting FAQs
A human resources recruiting firm helps employers identify, engage, and evaluate candidates for HR positions. The firm may support permanent hiring, contract staffing, contract-to-hire, or executive search depending on the role and business need.
Trova recruits across HR leadership, business partnering, talent acquisition, employee and labor relations, compensation and benefits, payroll, learning and development, organizational development, talent management, change management, HR operations, HRIS, and people analytics.
Yes. Trova can support CHRO, Chief People Officer, vice president, and other senior HR leadership searches. Retained executive search may be appropriate when the position is critical, confidential, complex, or requires focused national research and outreach.
Yes. Trova provides staff augmentation for temporary, contract, and contract-to-hire needs. Contract HR professionals can support temporary vacancies, employee leaves, recruiting increases, HR technology projects, integrations, and transformations.
Trova can discuss the business need, responsibilities, workforce, reporting structure, and desired results before defining the candidate profile. This can help distinguish among an HR generalist, business partner, manager, specialist, director, and executive.
Yes. Trova serves organizations throughout Orlando and Central Florida while recruiting for employers nationwide.
HR professionals can review Trova’s current job openings and explore job search assistance. Trova does not publish every position it recruits, so qualified professionals may also contact the team directly.
Build or Strengthen Your
Human Resources Team
Tell us what is changing in your organization, where your current HR team needs support, and what the new hire must accomplish.
Trova can help you define the position, select the appropriate recruiting model, and begin a focused search for HR professionals with the experience, judgment, and goals to succeed within your organization.
Looking for Your Next
Human Resources Position?
Whether you are actively searching or simply ready to explore what comes next, Trova can help.
Explore Open Positions
See current opportunities Trova is recruiting for and find a role that matches your experience, goals, and next career move.
Get Help With Your Job Search
Not sure where to start? Trova’s Job Search Assistance gives you access to experienced recruiters who can help you evaluate opportunities, prepare for interviews, and approach your search with a clearer strategy.