Regional Human Resources Manager

The Regional Human Resources Manager provides strategic and operational HR leadership across assigned regions and facilities. This role oversees and develops HR Business Partners while partnering closely with regional and site leadership to execute people strategies that support business objectives. The Regional HR Manager is accountable for workforce planning, talent pipelines, employee relations consistency, leader capability, and key HR performance metrics including headcount accuracy, staffing effectiveness, and talent outcomes.

Essential Duties and Key Responsibilities

Regional HR Leadership & Partnership

• Serve as the senior regional HR leader and primary HR partner to regional and site leadership
• Ensure consistent, compliant, and effective HR practices across all assigned locations
• Translate enterprise HR strategies into region-specific execution plans
• Act as escalation point for complex employee relations, investigations, and policy interpretation

HR Business Partner Leadership

• Directly manage, coach, and develop HR Business Partners
• Set clear expectations, priorities, and standards for HRBP execution
• Provide guidance on employee relations, performance management, ADA, and leader coaching
• Build HRBP capability through mentoring, feedback, and development planning

Workforce Planning & Labor Management

• Own regional labor planning and workforce models in partnership with operations leadership
• Ensure staffing plans align to production demands and financial targets
• Maintain a minimum 95% headcount and staffing rate across assigned operations
• Monitor hiring, attrition, and staffing trends and adjust plans proactively

Talent Acquisition & Succession

• Oversee regional hiring strategy and delivery for production and professional roles
• Drive accountability for time-to-fill targets and recruiting effectiveness
• Lead regional succession planning efforts and ensure actionable pipelines are in place
• Partner with leaders and HRBPs to identify critical roles and readiness gaps

Performance Management & Development

• Ensure consistent execution of performance review cycles across the region
• Drive completion and quality of Individual Development Plans (IDPs) for leaders and key roles
• Partner with leadership to strengthen accountability, feedback, and performance culture

Training, Engagement & Leader Capability

• Ensure completion and effectiveness of required training across the region
• Partner with HRBPs to facilitate leadership training, employee training, and engagement initiatives
• Monitor training completion metrics and address gaps with leaders
• Support employee engagement strategies and action planning

Metrics, KPIs & Continuous Improvement

• Own and report on key regional HR metrics, including but not limited to:

• Time-to-fill

• Staffing and headcount accuracy

• Succession coverage

• IDP completion and progress

• Training completion rates

• Use data and trends to identify risks, recommend improvements, and drive results

• Hold HRBPs and leaders accountable to agreed-upon people outcomes

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Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 7-10+ years of progressive HR experience, including leadership of HR professionals
• Experience supporting manufacturing or production environments preferred
• Strong knowledge of workforce planning, employee relations, performance management, and talent processes
• Proven ability to lead through metrics, accountability, and influence
• Excellent communication, coaching, and stakeholder management skills

Key Competencies

• Strategic HR Leadership
• Workforce Planning & Labor Analytics
• Talent & Succession Management
• Leader Coaching & Development
• Data-Driven Decision Making
• Accountability & Execution

Language Skills

Ability to read, analyze, and interpret complex business, legal, and policy documents. Ability to respond effectively to sensitive employee and leadership matters. Ability to communicate clearly and persuasively with leaders at all organizational levels.

Reasoning Ability

Ability to apply logical and strategic thinking to complex human capital issues. Ability to balance business needs, employee experience, and compliance requirements across diverse environments.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform essential job functions. Reasonable accommodation may be made to enable individuals with disabilities to perform these functions.

• Sits: Approximately 6-7 hours
• Stands/Walks: Occasional, including time spent in production environments
• Lifting: Up to 20 lbs occasionally

Work Environment

Typical 8-hour workdays with frequent interaction in production and operational settings. Regional travel as required. Extended hours may be necessary based on business needs. Appropriate PPE is required when entering production environments.