Regional Supervisor, HR Business Partners

The Regional Supervisor of HR Business Partners (HRBPs) leads a region of HRBPs and Employee Relations Specialists in designing and administering proactive programs to support business growth, a high-performance culture, a strong employer reputation, and employee engagement for Goodwill of Central and Northern Arizona (GCNA), Goodwill of the San Francisco Bay (GSFB), and its affiliated entities. This role works closely with the Manager, Employee Relations to minimize risk and negative exposure by ensuring efficient and timely resolution of all employee relations complaints and investigations. This role ensures that each HRBP becomes a strategic, innovative partner with business area leaders to solve problems and leverage opportunities. This role achieves goals through leadership, creativity, planning, collaboration, and communication. This is a working leader role that leads a region of HRBPs and Employee Relations Specialists but also works directly with assigned client groups. Essential Duties and Responsibilities Leadership and Development Leads and develops a team of HRBPs and ER Partners supporting multiple business units and locations Establishes clear performance expectations, priorities, and success metrics for the HRBP and ER Partner teams Responsible for staffing, coaching, mentorship, and professional development of team members Oversee workload prioritization and ensure consistent HR service delivery across assigned regions Responsible for performance management activities including coaching, performance improvement, and annual reviews for team members Employee Relations Oversight Serves as an escalation point for complex employee relations matters including workplace investigations, policy violations, and leadership concern Provides guidance and oversight to ensure employee relations matters are addressed consistently, fairly, and in accordance with company policy and employment law Partners closely with Senior Manager, HRBP and ER to ensure effectiveness of case management and resolution of concern Reviews employee relations trends and identifies opportunities for proactive interventions, leadership coaching, and training HR Analytics and Insight Reviews analytics regarding people matters, including turnover, retention, engagement, and employee relations data to identify opportunities for improvement and supports initiatives that drive growth and development Uses data‑driven insights to guide HRBP strategy and organization decision‑making Strategic HR Partnership Guides HR Business Partners in effectively partnering with business leaders on performance management, retention, and succession planning Provides consultation and guidance during organizational design initiatives, restructuring efforts, and change management activities Cross‑functional partnerships to support implementation of HR initiatives and programs Culture and Engagement Promotes and reinforces a high-performance culture aligned with Goodwill’s Core Values of Trust, Collaboration, Engagement, Ownership, and Innovation Supports initiatives designed to strengthen leadership effectiveness, employee engagement, and workplace culture Ensures HRBPs and ER Partners serve as visible HR ambassadors across the organization Plays a critical role in driving company culture change efforts and change management processes Compliance and Risk Mitigation Reduces risk and ensures compliance with all Federal, State and local regulations relating to employment such as Fair Labor Standards Act, National Labor Relations Act, Family and Medical Leave Act, Americans with Disabilities Act, and Equal Employment Opportunity Commission Stays informed on employment laws and regulations ensuring consistent application of HR policies and procedures Works proactively with HR areas and business leaders to identify and mitigate organization risk related to people practices Operational Support Provides support and temporary coverage to HRBPs and ER Partners as needed to ensure continuity of HR services Maintains strong working relationships with HR leadership, cross-functional partners, and business leaders at all levels of the organization Travels to company locations as needed May perform duties outside normal business hours as necessary Additional Duties Maintains regular and consistent in‑person attendance Performs other related duties, as assigned Minimum Qualifications (Education, Experience, Skills) Bachelor’s degree or equivalent work experience in Human Resources, Business, Finance, or another related field, preferred. High School degree or GED required. Two (2) or more years of prior leadership experience (project management experience qualifies). Customer‑focused orientation with strong communication skills and the ability to function as an effective and respected partner to internal clients. Ability to speak and read English proficiently. Proven ability to be analytical and handle confidential and sensitive data effectively. Proven ability to lead process improvement for human capital and/or operational issues. Working knowledge of current state and federal rules and regulations regarding employment. Superior client services skills with the ability to work collaboratively with organizational teams. Strong analytical and problem‑solving skills, with strong attention to detail. Demonstrated ability to manage and prioritize multiple processes with minimal supervision. Demonstrated ability to explain difficult issues and information clearly, ensuring communication is understood. Demonstrated ability to effectively and responsibly manage projects for superiors within the scope of professional area. Demonstrated ability to lead, coach, train, and motivate others. Proficient with Microsoft Office Suite. Valid driver’s license and clean MVR. Ability to pass a background check and drug screen, where applicable for the position. #J-18808-Ljbffr Goodwill of Central and Northern Arizona