Regional Human Resources Manager

The Regional HR Manager (RHRM) serves as the senior HR leader within the North Central Region, responsible for overseeing all human resources functions across multiple states and business units. Reporting directly to the Senior Vice President with a dotted line to the Director ofEmployee and Labor Relations,this role provides both strategic partnership and hands‑on HR leadership. The RHRM manages the day-to-day performance of the region's HR Business Partners, ensuring consistent implementation of HR programs, while personally leading all employee relations, labor relations, compliance, and workforce strategy functions. The role is pivotal in driving HR alignment with businessobjectives, ensuring legal compliance, and fostering a culture of accountability and engagement across the region. Key Responsibilities: Leadership & Regional Oversight Lead and develop the HR Business Partner team to ensure consistent, compliant, and high-quality HR service delivery. Partner directly with the SVP, regional Operations leadership, and Corporate HR to align HR initiatives with business strategy. Facilitate regular HR alignment meetings, performance reviews, and regional compliance audits to ensure process consistency and quality standards. Serve as the conduit between the field and Corporate HR for policy interpretation, workforce planning, and escalation management. Promotea high-performance, accountable HR culture focused on service delivery and employee engagement. Employee & Labor Relations Serve as the primary point of contact for all employee relations matters within the region, including investigations, corrective actions, and disciplinary decisions. Conduct thorough, impartial investigations into allegations of misconduct, harassment, discrimination, retaliation, and policy violations, ensuring adherence to company standards and the preponderance of evidence principle. Draft and issue investigation summaries, closure memos, and disciplinary recommendations; obtain HR Director approval prior to closure and employee notification. Provide guidance and coachingtoOperations leadership on documentation, performance management, and compliance with HR policies. Collaborate with the HR Director and Legal team on high-risk or sensitive cases. Partner with Labor Relations on grievance administration, arbitration preparation, and interpretation of collective bargaining agreements. Maintain proactive relationships with union representatives and ensure consistent application of collective bargaining agreements. Track and analyze ER trends toidentifyrisk areas and recommend corrective action or training. Recruitment & Workforce Planning Oversee regional recruitment and workforce planning to ensuretimelyand compliant hiring in support of business needs. Partner with Operations leadership to forecast workforce requirements,maintainappropriate staffinglevels, and ensure operational readiness. Ensure all new hire processes meet legal and policy standards including right-to-work verification (I-9/E-Verify), licensing, and background compliance. Review turnover, vacancy, and time-to-fill metrics toidentifytrends and develop retention and staffing strategies. Support onboarding and workforce transitions to ensure seamless integration of new hires and transfers. Champion retention and engagement initiatives that strengthen workforce stability and reduce attrition. Compliance & Policy Administration Ensure full compliance with federal, state, and local employment laws, including EEO, ADA, FMLA, FLSA, WARN, and SCA. Conduct periodic audits of personnel files, licensing, and training records tomaintaincompliance and data integrity. Partner with Legal and HR Director on agency claims, internal investigations, and audits (EEOC, DOL, NLRB, etc.). Implement and enforce HR policies consistently across all business units in the region. Serve as the regional compliance point of contact for internal audits and escalations. Performance Management & Development Support Operations leaders and HRBPs in executing progressive discipline, coaching, and performance improvement plans. Identifytraining and development opportunities for HRBPs and field leaders related to employee relations, compliance, and documentation. Partner with the HR Director on leadership development, succession planning, and capability-building initiatives. Lead HR training sessions regionally to reinforce consistency, documentation standards, andcompliancebest practices. #J-18808-Ljbffr Prosegur Security USA, Inc