Regional HR Manager

Key Responsibilities

1. Recruitment and Talent Acquisition: Develop and implement effective recruitment strategies to attract top talent within the region. Manage the full recruitment cycle, including job postings, interviews, candidate selection, and onboarding processes. Collaborate with hiring managers to understand staffing needs and job requirements.
2. Employee Relations: Serve as the primary point of contact for employee concerns and grievances, ensuring fair and consistent resolution. Promote a positive work culture through initiatives that enhance employee engagement and satisfaction. Conduct investigations and resolve conflicts in a timely and professional manner.
3. Performance Management: Oversee the performance appraisal process, providing guidance and support to managers and employees. Implement performance management systems to monitor, review, and enhance employee performance. Address performance issues and support the development of improvement plans.
4. Training and Development: Identify training needs and coordinate the delivery of relevant training programs to enhance employee skills and capabilities. Support leadership development initiatives and succession planning within the region. Monitor the effectiveness of training programs and adjust as necessary.
5. Compliance and Policy Management: Ensure compliance with local, state, and federal employment laws and regulations. Develop, implement, and enforce HR policies and procedures in alignment with corporate standards. Stay informed about changes in employment legislation and update policies accordingly.
6. Compensation and Benefits: Oversee the administration of compensation and benefits programs within the region. Conduct salary reviews and ensure competitive and equitable compensation practices. Address employee inquiries related to compensation and benefits.
7. HR Metrics and Reporting: Track and analyze HR metrics to identify trends and areas for improvement. Prepare and present regular reports on HR activities, including recruitment, retention, and employee engagement. Use data to inform decision-making and strategic planning.
8. Strategic HR Partnership: Partner with regional leadership to support business objectives and organizational goals. Provide HR insights and recommendations to improve organizational effectiveness. Participate in regional and corporate HR projects and initiatives as required.

Skills

• Leadership and Influence
• Strategic Thinking
• Decision Making
• Adaptability and Flexibility
• Cultural Awareness and Sensitivity
• Analytical Thinking
• Customer Focus

Desired Candidate Profile

Qualifications

• Bachelor s degree in Human Resources, Business Administration, or a related field; Master s degree preferred.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly desirable.
• Minimum of 5-7 years of progressive HR experience, with at least 3 years in a managerial role.
• Strong knowledge of employment laws and regulations within the region.
• Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.
• Demonstrated ability to handle sensitive and confidential information with discretion.
• Strong problem-solving and conflict-resolution skills.
• Proficiency in HR software and Microsoft Office Suite.
• Ability to travel within the region as needed.