Regional Human Resources Manager

Role Responsibilities

• Partner with business leaders and HR teams to develop and implement people strategies that support operational and business objectives.
• Act as a trusted advisor to leaders on employee relations, workforce planning, talent management, and organizational effectiveness.
• Provide coaching and guidance to leaders on performance management, employee development, and team engagement.
• Support workforce planning, succession planning, and organizational design initiatives.
• Manage the employee lifecycle, including talent acquisition, onboarding, development, performance management, and offboarding.
• Lead and resolve complex employee relations matters, including investigations, corrective actions, and terminations.
• Analyze workforce trends and recommend proactive solutions to improve retention, engagement, and overall team performance.
• Support organizational change, transformation, and business improvement initiatives.
• Ensure consistent application of HR policies, procedures, and employment practices across assigned locations.
• Partner with cross-functional teams including Talent Acquisition, Learning & Development, Compensation, Safety, and Legal.

Employee Relations & Compliance

• Lead employee relations investigations and provide guidance on disciplinary and performance-related matters.
• Advise leaders on risk mitigation, workplace concerns, and employment law compliance.
• Ensure fair, consistent, and compliant resolution of employee concerns.
• Maintain accurate documentation and adherence to company policies and regulatory requirements.
• Monitor employee relations trends and develop action plans to address emerging issues.

Leadership Support & Business Partnership

• Build strong relationships with operational and functional leaders.
• Coach leaders on workforce planning, employee engagement, leadership effectiveness, and team development.
• Support high-volume workforce environments with a focus on retention and employee experience.
• Partner with leaders to develop inclusive, high-performing teams.
• Drive initiatives that improve organizational effectiveness and team performance.

Culture, Engagement & Workforce Development

• Promote a positive, respectful, and inclusive workplace culture.
• Support employee engagement and retention initiatives across multiple locations.
• Assist leaders in building team capability and developing future talent pipelines.
• Foster a workplace environment focused on accountability, collaboration, and continuous improvement.

Qualifications & Experience

• 7+ years of progressive Human Resources experience, including significant Employee Relations experience.
• Experience supporting multi-site operations, manufacturing, distribution, logistics, or other operational environments.
• Demonstrated success managing complex employee relations matters and investigations.
• Experience partnering closely with operational leaders in fast-paced business environments.

Skills & Capabilities

• Strong knowledge of employment law, employee relations practices, and HR compliance requirements.
• Proven ability to influence and coach leaders at multiple organizational levels.
• Strong problem-solving, decision-making, and conflict-resolution skills.
• Ability to work independently while managing multiple priorities across a geographically dispersed workforce.
• Strong analytical skills with the ability to leverage workforce data and insights to drive decisions.
• Excellent communication, relationship-building, and stakeholder management skills.
• High level of professionalism, sound judgment, and discretion.

Education

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

Additional Requirements

• Ability to travel up to 50%.
• Hybrid work arrangement with a combination of remote and on-site responsibilities.
• Experience supporting multiple locations and workforce populations.