Regional Human Resources Manager

About SouthernCarlson SouthernCarlson is a leading distributor of construction supplies, packaging products, tools, fasteners, adhesives, safety products, and industrial solutions throughout North America. Since 1947, we have partnered with customers in the construction, industrial, manufacturing, and commercial markets by delivering quality products, expert service, and innovative solutions that help businesses succeed. At SouthernCarlson, Our Promise Means More™. We are committed to building strong relationships with our customers and employees through integrity, teamwork, respect, and a family-oriented culture. Respect : We foster meaningful relationships built on trust, collaboration, and continuous growth. Integrity : We do what's right for our customers, employees, and communities. Teamwork : We support one another and work together to achieve exceptional results. Family Environment : We combine the strength of a national organization with the feel of a local, family-focused business. Position Summary SouthernCarlson is seeking an experienced and proactive Regional HR Manager to support our operations across California, Arizona, Colorado, Idaho, Utah, Washington, and Oregon. This role serves as a trusted partner to leaders and employees throughout the region, providing both strategic guidance and hands-on support across all areas of human resources. The Regional HR Manager will drive the successful execution of employee engagement, employee relations, performance management, compliance initiatives, and talent acquisition while fostering a positive workplace culture and aligning HR strategies with business objectives. The Regional HR Manager will play a critical role in building a positive employee experience, supporting organizational growth, and ensuring compliance with employment laws and company policies. Key Responsibilities Employee Relations Serve as a primary resource for managers and employees regarding workplace concerns and employment matters. Conduct employee relations investigations and recommend appropriate resolutions. Provide coaching and guidance on workplace issues, conflict resolution, warnings attendance, and policy interpretation. Support managers with performance plans, warnings and the discipline/termination process. Assist leaders in addressing performance and behavioral concerns in a fair and consistent manner. Employee Engagement & Culture Collaborate with HR Team to coordinate the annual engagement survey and work with management to develop/implement action plans relevant to the results. Develop and implement employee engagement initiatives that support retention and employee satisfaction. Partner with leadership to promote a positive work environment that aligns with company values and culture. Support recognition programs, employee events, and engagement surveys. Identify trends impacting morale, retention, and employee experience and recommend solutions. Performance Management & Leadership Support Lead performance review and performance improvement processes. Coach managers on employee development, goal setting, feedback delivery, and accountability. Support leadership development and talent growth initiatives. Assist in identifying training and development opportunities that strengthen organizational capability. Talent Acquisition & Workforce Planning Manage full-cycle recruiting for exempt and non-exempt positions across multiple business functions. Partner with hiring managers to identify workforce needs and develop recruiting strategies. Drive strong candidate experiences from sourcing through onboarding. Support succession planning and talent pipeline development initiatives. Ensure organization chart, job descriptions and job titles remain current and aligned across the business. Recommend and implement changes when necessary. Compliance & Risk Management Ensure compliance with federal, state (AZ, CO, ID, UT, WA, and OR), and local employment laws, with a strong emphasis on California labor laws and evolving regulatory requirements. Maintain knowledge of wage and hour laws, leaves of absence, accommodations, harassment prevention, and employee classification requirements. Administer and monitor compliance-related policies, practices, and employee documentation. Partner with legal counsel and HR leadership on complex employee matters as needed. Support audits, investigations, and regulatory reporting requirements. HR Operations Maintain accurate employee records and HR documentation. Partner with payroll, benefits, and HRIS teams to ensure data integrity and compliance. Support onboarding, offboarding, and workforce changes. Utilize HR metrics and analytics to identify trends and drive informed business decisions. Participate in HR projects, process improvements, and organizational initiatives. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of progressive Human Resources experience. 3+ years of experience supporting employee relations and performance management. Experience managing full-cycle recruiting for multiple position types. Strong knowledge of federal and state employment law. Experience conducting workplace investigations. Team-oriented with the ability to flex in support of timelines and assist other HR team members as needed Experience maintaining strict confidence regarding sensitive and confidential information Excellent interpersonal, communication, and conflict-resolution skills. Ability to build credibility and influence leaders at all levels of the organization. Strong organizational skills and ability to manage multiple priorities. Preferred Experience supporting multi-site operations. Experience in distribution, construction, manufacturing, industrial, or commercial environments. Experience with HRIS platforms such as Dayforce or similar systems. Bilingual English/Spanish is a plus. Why Join SouthernCarlson? Medical, Dental, and Vision Insurance 401(k) with Company Match Paid Time Off and Paid Holidays Career Development and Growth Opportunities Collaborative, Team-Oriented Culture Opportunity to Make a Direct Business Impact #J-18808-Ljbffr