Job Description

Job Description

Job Description

Regional Human Resources Director

Location: Southeast Based — remote with approximately 50% travel

About the Opportunity

Our client is a multi-site organization seeking a Regional Human Resources Director to partner with operations and leadership teams across assigned regions.

Position Summary

The Regional Human Resources Director (RHRD) serves as a strategic business partner and operational leader responsible for translating business strategy into disciplined talent outcomes across assigned regions. This role drives workforce planning, talent selection, leadership development, and employee engagement to ensure staffing stability, leadership effectiveness, and scalable growth. The RHRD acts as a force multiplier by enabling business performance through data-driven insights, strong execution discipline, cross-functional partnership, and a focus on talent.

This is a broad generalist role spanning multiple HR disciplines rather than a single area of specialization. It requires approximately 50% travel in support of regional operations and leadership teams.

Core Responsibilities

Workforce Planning & Staffing

• Own regional workforce strategy, including headcount planning, forecasting, and vacancy management
• Lead recurring workforce planning meetings with Operations, Finance, and Talent Acquisition
• Ensure appropriate staffing levels and workforce readiness to support business objectives
• Monitor talent pipeline health, time-to-fill, and vacancy trends to proactively address staffing needs
• Align workforce plans with financial targets and organizational growth objectives

Talent Acquisition & Onboarding

• Drive quality-of-hire by supporting and validating leadership hiring decisions
• Coach leaders on structured interviewing, candidate assessment, and selection practices
• Partner with Talent Acquisition to prioritize recruiting strategies and remove barriers to hiring
• Ensure effective onboarding through 30-, 60-, and 90-day success metrics, retention tracking, and engagement initiatives
• Improve early-tenure retention and leadership readiness

Talent Management & Leadership Development

• Lead talent review and succession planning processes across assigned regions
• Build internal leadership pipelines and increase internal promotion opportunities
• Ensure Individual Development Plans (IDPs) are created, implemented, and monitored for high-potential employees
• Facilitate talent calibration discussions and assess leadership readiness
• Partner with Learning & Development to align development programs with business needs

Performance, Engagement & Retention

• Drive effective performance management practices, including coaching, development, and corrective action
• Partner with operational leaders to improve performance in underperforming locations
• Analyze engagement survey results and develop action plans to improve culture and retention
• Identify retention risks and implement proactive strategies
• Conduct stay interviews and targeted retention initiatives for key talent

HR Analytics & Business Partnership

• Translate HR metrics — including turnover, engagement, recruiting, and performance data — into actionable business insights
• Participate in financial reviews to align workforce strategies with business goals
• Identify workforce trends, root causes, and improvement opportunities
• Provide forward-looking recommendations that mitigate organizational risk and improve performance

Employee Relations & Compliance

• Manage complex employee relations matters and workplace investigations
• Advise leaders on performance management, compliance, and employment-related risk
• Identify systemic issues and implement proactive solutions
• Ensure compliance with all applicable federal, state, and local employment laws

Operational Excellence

• Lead weekly, monthly, and quarterly workforce and talent planning routines
• Drive accountability and execution of staffing, development, and engagement initiatives
• Partner across departments to remove obstacles and improve operational effectiveness

Success Measures

• Reduced voluntary turnover, including leadership turnover
• Improved employee engagement and execution of engagement action plans
• Increased internal promotions and stronger leadership bench strength
• Effective workforce planning and staffing stability
• Successful execution of talent development plans
• Improved leadership effectiveness and business performance

Required Qualifications

• Bachelor's degree or equivalent combination of education and relevant experience
• SHRM-CP or equivalent HR certification
• 10+ years of progressive Human Resources experience, including complex employee relations
• Broad knowledge across multiple HR disciplines with a strong focus on talent management
• Strong business acumen and workforce planning expertise
• Experience interpreting HR data to drive business decisions
• Expertise in succession planning, leadership development, and executive coaching
• Strong change management, organizational effectiveness, and employee relations skills

Key Competencies

• Strategic Business Partnership
• Workforce Planning & Talent Strategy
• Leadership Development & Succession Planning
• HR Analytics & Data-Driven Decision Making
• Employee Relations & Risk Management
• Executive Coaching & Influencing
• Change Management
• Organizational Effectiveness
• Cross-Functional Collaboration
• Operational Execution

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