Regional Human Resources Manager

Overview

The Regional Human Resources Manager (HRM) is a strategic partner to regional business leaders, driving HR initiatives that align with business goals across multiple sites within the region. This role oversees the implementation of HR policies and programs, ensuring compliance and promoting a high-performing, engaged workforce.

The Regional HR Manager will focus on key HR functions, including employee relations, talent management, employee development, retention strategies, and data-driven decision-making. This position requires a strong understanding of both the business and the employees to effectively lead HR operations, influence change, and contribute to the company's success. The HRM reports to the Director of HR Operations with a strong partnership to the local Operational leaders in the business unit.

Responsibilities

Partner directly and effectively with the Human Resources team, corporate and business leaders, and other cross-functional teams across the organization to help drive appropriate HR initiatives that are aligned with NFI’s purpose, vision and values

Strategic HR Leadership: Partner with regional leaders to understand business objectives and develop HR strategies that support growth and employee engagement. Drive initiatives related to organizational change, workforce planning, and performance management.

HR Team Leadership: Manage and develop a team of 3-5 HR professionals and ensure their own team’s effectiveness. Coaches managers on performance improvement at a higher level. Oversee talent reviews, support annual performance review processes, and facilitate development plans. Ensures continuous employee development, aligns individual goals with business objectives, and enhances decision-making with performance insights.

People Analytics: Lead the HR team in analyzing and leveraging data to inform strategy, conduct market analysis, and ensure compliance with compensation practices to allow competitiveness and equity in compensation, drives performance, and enhances decision-making through actionable insights.

Employee Relations: Oversees complex or higher level investigations, ensures compliance with LOA policies, and develops/guides the HR team in conflict resolution. Strengthens HR’s capacity to resolve conflicts effectively and ensures legal compliance, reducing potential liabilities. Provides guidance and resolution while promoting a positive work environment.

Employee Retention: Evaluates and refines engagement programs, coaches leaders on employee development, and addresses workforce trends that reduces turnover, improves team morale, and strengthens HR’s strategic influence on business priorities. Use data and employee feedback to design and implement retention strategies, including stay interviews, roundtables, and recognition programs.

Talent Acquisition: Partner with leaders and team to attract, develop, and retain top talent. Leads more senior level hiring processes, and participates in interviews.

Talent Management: Manages and ensures delivery of annual talent review process including calibration 9-Box sessions, succession planning. Manages the annual performance review process by relaying and reiterating timeline and processes for locations leaders. Supports annual goal setting process, company leadership training programs and delivery. Share information about Intern/Management Training Programs and upcoming events and ensure participation. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.

Compliance & Policy Implementation: Ensures the region is following HR practices that comply with federal, state, and provincial employment laws and company policies. Leads the roll-out of new HR policies and regulations, providing training and support to managers and employees.

Change Management: Act as a change agent, guiding teams through reorganizations, leadership changes, and other business transitions. Communicate effectively to ensure employees understand the impact and benefits of changes within the region. Ensures consistency in messaging and execution, fostering a unified approach to organizational change and minimizing disruption.

Benefits & Compensation: Collaborate with corporate HR on compensation strategies, wage recommendations, and benefits programs to ensure regional competitiveness. Support benefits education and annual open enrollment processes.

Diversity & Inclusion: Promote company-wide diversity and inclusion initiatives within the region, working with employee resource groups and fostering a culture of inclusion. Engage with employee resource groups to manage inclusion initiatives and increase awareness across the business.

Qualifications

• Bachelor Degree required, preferred in Human Resources or related field.
• 10+ years’ of experience gained through increasing responsibility positions in Human Resources. Operates with a broad knowledge of employment law, recruiting, compensation, organizational planning, workforce planning, employee relations, training and development. Including 5+ years managing a team of remote HR professionals in a fast paced, operational environment.
• Experience in multi-site or multiple location responsibilities.
• Highly focused on delivering exceptional service to both internal stakeholders, employees, business leaders and external partners
• Proven ability to lead and manage organizational change initiatives at a more senior level, with a focus on effectively supporting business transitions, start up of new business, acquisitions, ensuring successful outcomes
• Experienced in the use of key HR analytics and metrics with a team that drive quality data driven decisions for an assigned book of business.
• Demonstrated strength in organization and building effective interpersonal relationships
• Exceptional communication skills, both verbal and written, with proven ability to stay organized and manage tasks and projects efficiently
• Proven ability to participate and/or manage HR projects from concept to completion, ensuring timely delivery and alignment with business objectives.
• Adaptable to managing a high-volume workload with a proactive approach to problem-solving.
• In-depth expertise in understanding and applying principles of federal, state, and provincial employment laws and regulations
• Proficiency with MS Office, Google Suite, and social media platforms.
• Travel may be a mix of local/territory travel and/or regional travel-up to 50%

Physical/Mental Considerations

Physical: Frequent use of visual acuity for data analysis and computer tasks, repetitivemotion involving hands and fingers, prolonged periods of sitting, standing, and walking.Ability to work in varied environments such as distribution, ports, and transportationfacilities with differing noise levels, lighting, and temperature conditions.

Mental: Strong ability to focus and concentrate for long periods, sound decision-makingskills, capacity for reasoning and complex document writing, and effectivecommunication both interpersonally and through devices like phones/computers, etc.

Illinois applicants: We are excited to share that the base salary range for this position is $127,275.72 - $135,000.00. This position is also eligible for an annual discretionary bonus, targeted at 5%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay. Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.