Regional Human Resources Manager

Posted Wednesday, June 3, 2026 at 4:00 AM Job Title: Regional H uman Resources Manager Location: Home Office Compensation: $110k-$130k Who We Are On the Go (OTG) has elevated the dining and retail experience for travelers by bringing together world-class hospitality, award-winning dining concepts, and forward-thinking technology. With more than 300 unique dining and retail locations across North America’s busiest airports, we’re fueled by a passion for creating exceptional guest experiences—made possible every day by our incredible Crewmembers. At OTG, people truly come first. We invest in our teams and foster growth in an exciting, fast-paced environment where everyone can shine. How We Do Business How we work is just as meaningful as what we accomplish. Our values— Care, Continuous Improvement, Quality, and Teamwork —guide the way we show up for our guests and for each other. We are committed to fostering an inclusive, safe, and dynamic workplace where individuals feel empowered to contribute and grow. Why This Job Is a Big Deal! The Regional Human Resources Manager serves as a strategic advisor to Regional Vice Presidents, Airport Directors, and senior leaders across multiple Airport locations. This role is responsible for developing and executing people strategies that align with OTG's business objectives while fostering a high-performance culture, driving organizational effectiveness, and enhancing the overall crewmember experience. The Regional HRBP acts as a trusted consultant, change leader, and business partner, leveraging data, workforce insights, and industry expertise to influence decision-making and improve business performance. This role provides oversight and guidance to Human Resources Business Partners and operational leadership teams within the assigned region. In this Role you will be .. S trategic Leadership & Business Partnership Partner with Regional Vice Presidents, Airport Directors, and senior leaders to develop and execute workforce strategies aligned with business goals. Drive regional people initiatives that support operational excellence, productivity, profitability, and organizational growth. Serve as a strategic advisor on organizational effectiveness, talent planning, succession management, workforce optimization, and change management. Translate business priorities into actionable people strategies and measurable outcomes. Participate in regional business reviews and leadership meetings to provide workforce insights and recommendations. Workforce Planning & Talent Management Lead regional workforce planning initiatives to ensure the organization has the talent, structure, and capabilities required to meet future business needs. Develop and implement succession planning strategies for critical leadership and operational positions. Partner with Talent Acquisition and Learning & Development to create comprehensive talent pipelines and leadership development programs. Identify workforce trends, skill gaps, and organizational risks and implement proactive solutions. Champion internal mobility and career development opportunities throughout the region. Promote our recognition programs. Leadership Coaching & Development Coach and advise senior leaders on organizational effectiveness, performance management, employee relations, leadership effectiveness, and team development. Support leaders in building high-performing and engaged teams. Facilitate leadership development initiatives and talent calibration sessions. Guide leaders through complex people challenges while balancing business and crewmember needs. Employee & Labor Relations Provide strategic guidance on employee relations, labor relations, investigations, corrective actions, and conflict resolution. Ensure consistency and compliance in the interpretation and application of company policies, labor agreements, and employment laws. Partner with operations and legal teams regarding union matters, grievance administration, arbitration preparation, and collective bargaining support. Lead or oversee complex investigations involving policy violations, ethics concerns, and workplace issues. Organizational Effectiveness & Change Management Lead organizational design and restructuring initiatives to improve efficiency and business performance. Drive change management strategies during business transformations, operational changes, acquisitions, and organizational growth. Assess organizational health and recommend interventions that strengthen culture, engagement, and effectiveness. Champion OTG's values and support cultural initiatives that reinforce accountability, inclusion, and collaboration. Employee Engagement & Culture Develop and implement regional engagement strategies that improve retention, morale, and overall crew member experience. Analyze engagement survey results and partner with leaders to develop action plans. Promote diversity, equity, inclusion, recognition, and wellness initiatives throughout the region. Serve as a steward of OTG's culture and values. HR Analytics & Business Insights Utilize workforce analytics, dashboards, and business metrics to identify trends and drive informed decision-making. Monitor key performance indicators including turnover, retention, engagement, hiring, labor costs, productivity, and leadership effectiveness. Present data-driven recommendations to regional leadership teams. Lead action planning based on workforce trends and business performance metrics. Compliance & Risk Management Ensure compliance with federal, state, provincial, and local employment laws and regulations. Assess organizational risks and develop mitigation strategies related to workforce, labor relations, and compliance matters. Partner with Legal, Operations, and Corporate HR to ensure consistent application of policies and practices. Support audits, investigations, and regulatory compliance initiatives. Leadership Responsibilities Provide mentorship and guidance to Human Resources Business Partners and HR team members within the region. Foster collaboration and best-practice sharing across airports and business units. Lead regional HR projects and enterprise-wide initiatives. Influence cross-functional teams without direct authority to achieve business objectives. Strategic Business Acumen Strong understanding of business operations, financial drivers, labor models, and workforce planning. Ability to align people strategies with business priorities. Leadership & Influence Ability to influence executive leaders and drive organizational change. Exceptional coaching, consulting, and stakeholder management skills. Labor Relations Expertise Deep understanding of labor relations, collective bargaining agreements, grievance administration, and union environments. Data & Analytics Advanced ability to analyze workforce data and translate insights into action plans. Experience utilizing HR technology and workforce analytics platforms. Change Management Proven ability to lead organizational transformation and change initiatives. Communication Exceptional written, verbal, presentation, and facilitation skills. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required. Master's degree preferred. SHRM-SCP, SPHR, or equivalent HR certification preferred. 12+ years of progressive Human Resources experience, including strategic HR business partnership. Minimum of 5 years supporting multi-site operations and senior leadership teams. Experience in hospitality, retail, food & beverage, airport operations, or other high-volume operational environments strongly preferred. Extensive labor relations and union experience required. Ability to travel up to 40% within the assigned region. Equal Opportunity Employer We’re proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability status. #J-18808-Ljbffr OTG Experience, LLC