Regional Director, Human Resources

Job Title: Regional Director, Human Resources

Department: Human Resources

Reports To: VP, Employee Experience & Total Rewards

Position Type: Full Time Exempt

Purpose of Position:

The Regional Human Resources Director is responsible for ensuring the organization maintains a high-performing workforce by fostering a strong company culture. This role also ensures full compliance with all federal, state, and local employment laws and regulations across all assigned locations.

Compliance:

• Maintain and update employee files in accordance with all applicable federal, state, and local regulations.
• Manage and coordinate all unemployment hearings and related documentation.
• Submit all required employee related government documentation, including any relevant compensation, payroll or safety reports.
• Monitor, analyze, and report employee turnover metrics monthly by job function and location to leadership as required.

Performance Management:

• Manage employee performance and development processes using the established systematic processes and approvals.
• Ensure employee performance reviews are completed according to the established schedule.
• Communicate total compensation packages to employees during annual performance reviews.
• Ensure semi-annual or quarterly employee feedback is conducted and administered by the Human Resources Department.
• Develop, maintain, and manage employee training and development programs aligned with company goals and CARE for expectations.

Succession Planning and Departmental Backup:

• Maintain and annually update backup plans for all mission critical departmental functions.
• Ensure appropriate cross training is completed for all responsibilities within the Human Resources department
• Support department leadership teams in developing their own backup and cross training plans to assist in ensuring that all critical responsibilities are well-supported

Leadership and Management:

• Establish clear goals, expectations, and accountability measures for all direct reports.
• Properly document performance concerns and implement Performance Improvement Plans (PIPs) when appropriate.
• Foster a culture of accountability, professionalism, engagement, and continuous improvement within the Human Resources team.

Performance Expectations:

• Employee retention and turnover metrics provided to leadership teams on a weekly, monthly and annual basis.
• Compliance audit results are acted upon quickly and resolutions provided to the appropriate stakeholders
• Timeliness and accuracy of HR processes are measured and tracked, with improvements made in deficient areas
• Employee engagement and feedback is monitored regularly.
• Responsiveness and support provided to employees and leadership.

Communication:

• Respond promptly to employee questions and concerns and partner with Human Resources Managers to ensure that responses are sufficient to address the concerns.
• Produce and distribute a monthly company newsletter.
• Ensure organizational changes are communicated professionally and timely to the organization
• Ensure all formal communications are professional, consistent, and utilize approved branding and logos

Leadership Support and Employee Relations:

• Manage all employee-related investigations and ensure they are completed in a timely, fair and consistent manner.
• Provide guidance, coaching, and recommendations to management teams regarding employee relations, compliance, and performance management matters.
• Ensure that employment practices and company policies are adherent to local, state, and federal laws, including the administration of the policies by internal teams

Project Management:

• Establish project priorities in collaboration with the Vice President and review progress monthly or more frequently as necessary.
• Immediately communicate any project concerns related to timelines, budgets, or goals to the Executive Leadership upon awareness.

Miscellaneous Responsibilities:

• Adhere to all company expense authorization policies and procedures.
• Perform additional duties and special projects assigned by executive leadership.

These expectations are meant to be a guide and may be changed at any time at the discretion of Allen Distribution.