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:

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

Performance Management:

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

Succession Planning and Departmental Backup:

1. Maintain and annually update backup plans for all mission critical departmental functions.
2. Ensure appropriate cross training is completed for all responsibilities within the Human Resources department
3. 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:

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

Performance Expectations:

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

Communication:

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

Leadership Support and Employee Relations:

1. Manage all employee-related investigations and ensure they are completed in a timely, fair and consistent manner.
2. Provide guidance, coaching, and recommendations to management teams regarding employee relations, compliance, and performance management matters.
3. 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:

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

Miscellaneous Responsibilities:

1. Adhere to all company expense authorization policies and procedures.
2. 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.