Regional Director

Job Description

Job Description

Position Summary 

The Regional Director provides senior operational leadership for a portfolio of H&S Energy Group convenience store and fuel locations across an assigned region. This role leads a team of District Operations Managers, translating corporate strategy into consistent execution at the district and store level, and owns full P&L accountability for the region.

This is a field-based executive leadership role. Success comes from building a strong, accountable team of District Operations Managers, driving regional sales and profitability, and ensuring every district and store in the region operates safely, consistently, and to company standard.

Responsibilities and Duties 

Regional Leadership & District Oversight

• Directly manages and supports a team of District Operations Managers, providing coaching, direction, and accountability across all districts in the region.
• Sets clear performance expectations for each district and holds District Operations Managers accountable to company standards, KPIs, and financial targets.
• Conducts regular store visits and ride-alongs with District Operations Managers to assess execution, reinforce standards, and coach in real time.
• Partners with HR on regional organizational design, including district boundaries, staffing levels, and role structure.
• Leads the region through change and new company initiatives, ensuring District Operations Managers are equipped to guide their teams through transitions.

People Leadership & Talent Development

• Champions and models H&S Energy Group's mission, vision, and values, setting the cultural standard for the region.
• Leads all people management activities for the District Operations Manager team, including hiring, performance reviews, promotions, compensation reviews, disciplinary actions, and terminations, in line with company policy and applicable state and federal labor laws.
• Builds a regional succession plan, identifying and developing high-potential District Operations Managers and store managers for advancement.
• Delivers ongoing coaching and structured development to strengthen District Operations Manager capability across the region.

Sales, Financial Performance & P&L Management

• Owns full P&L accountability for the region, reviewing regional sales, expense, and activity reports to identify trends and direct corrective action.
• Sets regional sales targets and quarterly projections; partners with District Operations Managers on action plans to achieve and sustain growth across all districts.
• Leads regional sales and expense planning in line with corporate budgets; approves district-level plans and implements cost containment measures to protect regional profitability.
• Reviews district-level financial and operational performance, including labor cost, shrinkage, and audit results, and directs corrective action where results fall short of target.

Operations, Standards & Brand Compliance

• Ensures consistent execution of company directives, pricing changes, and operational programs across every district in the region.
• Oversees regional readiness for fuel brand image evaluations (Chevron, Shell, 76), mystery shopper visits, and C-store performance assessments; ensures corrective actions are completed on schedule.
• Reviews store standards and audit data across all districts to identify systemic issues and drive region-wide improvement.
• Ensures merchandise, planogram, and vendor program standards are maintained consistently across the region.

Safety & Risk Management

• Ensures IIPP safety programs, food safety standards, and all company safety guidelines are actively followed across every district and store in the region.
• Reviews safety audit results and incident reports region-wide, and oversees District Operations Managers' follow-through on corrective action plans.
• Partners with the Safety team on risk mitigation, workers' compensation trends, and workplace violence prevention across the region.
• Confirms that site permits, certifications, and required compliance postings remain current across all locations in the region.

Reporting & Cross-Functional Collaboration

• Participates in weekly and monthly operational meetings with the Vice President of Operations, presenting regional performance updates and action plans.
• Maintains accurate regional records and tracks tasks through the task management system; submits quarterly projections and asset inventory reports as required.
• Partners with HR, Safety, Marketing, and Finance to represent regional interests and support smooth execution of company projects and initiatives.
• Communicates corporate initiatives, programs, and priorities to District Operations Managers and ensures full understanding and execution across the region.

Education and Work Experience 

• Minimum 5 years of multi-unit retail, convenience store, fuel, or food service management experience, including experience managing managers across multiple locations.
• Prior experience as a District Operations Manager, Area Manager, or equivalent multi-district leadership role.
• Proven track record of owning P&L results, driving sales growth, and controlling costs across a multi-district or regional portfolio.
• Demonstrated ability to build, coach, and hold accountable a team of district-level managers.
• Valid driver's license and ability to travel extensively across the assigned region. This role requires significant in-field presence.

Skill Set

• Strong strategic and financial acumen, with the ability to translate corporate strategy into consistent regional execution.
• Skilled at coaching and developing managers of managers, with a track record of building bench strength.
• Comfortable using Microsoft Office (Outlook, Excel, Teams, Word) and company platforms including PDI, ADP, H&S Portal, Ecotrak, LottoShield, SAP Concur, and Activ8.
• Able to read and act on regional operational and financial reports, including sales performance, labor cost, shrinkage, and audit data.
• Strong communicator with the ability to influence senior stakeholders, set clear expectations, and build trust with district teams and company leadership.
• Knowledgeable about California and Oregon labor laws, food safety regulations, and fuel environmental requirements, or able to learn them quickly.

  Physical Demands and Work Environment 

The physical demands described here are representative of those that must be met by an employee to successful perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this position, the incumbent is regularly required to talk or hear.
• The employee frequently is required to use hands, fingers, handle or feel objects, tools and controls.
• The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl.
• The employee must occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, and the ability to adjust focus.
• The noise level in the work environment is usually moderate and in an office setting.

Note: This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills aptitudes and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.