Regional hr director

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The Regional Director of Human Resources provides leadership and oversight for HR activities across an assigned geographic region of the U.S. The role leads a team of HR Business Partners (HRBPs) and partners closely with Sales and Operations leaders within the Area of Responsibility (AOR) to align HR strategies and practices with business priorities.

This role partners with senior Field leaders and provides leadership across employee relations, HR compliance, talent and leadership development, succession planning, organizational effectiveness, and other key HR priorities.

The Regional Director of Human Resources must have excellent people leadership and employee relations skills, strong HR compliance experience, strong business acumen, highly refined decision-making skills, experience with HR technology and systems, preferably Workday, and a demonstrated ability to lead and implement change.

This is a Houston-based remote position. The Regional Director must reside in the Houston area.

Job Responsibilities

1. HR Partnership and Regional Leadership

Responsible for partnering with Field leadership and supporting the achievement of regional business priorities.

Key Responsibilities

• Partner with Field leadership, using business knowledge, HR expertise, data, and sound judgment to align HR practices with business priorities.
• Build strong relationships with Corporate Human Resources and cross-functional partners to develop and implement initiatives that support Company and Market goals.
• Lead Shared Responsibility Teams (SRTs) and other cross-functional efforts aligned with Company, Territory, and Market priorities.

2. Team Management

Responsible for leading, coaching, mentoring, and developing a high-performing team of HR Business Partners who provide strategic HR support across the assigned region.

Key Responsibilities

• Lead, coach, mentor, and develop a team of HR Business Partners, strengthening their capabilities, business acumen, and effectiveness in supporting Field leaders.
• Provide ongoing coaching, feedback, and development opportunities to support individual growth and strengthen overall team capability.
• Establish clear goals, priorities, and performance expectations while fostering accountability, collaboration, and knowledge sharing.
• Allocate HRBP resources and support based on business priorities and evolving needs across the region.

3. Talent and Leadership Development

Responsible for strengthening leadership capability and partnering with Field leaders on talent development, succession planning, and talent review processes.

Key Responsibilities

• Provide leadership and support for the identification and development of Field leaders through coaching, mentoring, development planning, and other activities that strengthen leadership capability and business acumen.
• Lead and facilitate regional talent review and succession planning discussions to identify high-potential talent, leadership gaps, development needs, and actions to strengthen succession pipelines.
• Partner with the Director of Human Resources and Field leaders on key talent and organizational initiatives, including performance and development practices, the annual Associate Engagement Survey, and succession planning.

4. Employee Relations, Compliance and Labor Relations

Responsible for providing leadership on complex employee matters, strengthening HR compliance, and managing labor relations requirements across the region.

Key Responsibilities

• Provide leadership and guidance to Field leaders and HRBPs on complex employee relations matters, including performance management, disciplinary action, coaching and development, and compensation matters.
• Ensure HR practices and employment decisions comply with applicable laws, Company policies, and regulatory requirements; partner with Legal and other Corporate functions to address compliance matters, DOL inquiries, and risk mitigation.
• Where applicable, implement the Company's labor relations strategy, participate in contract negotiations, grievances, and arbitration activities, and ensure consistent application of Collective Bargaining Agreements.

5. HR Programs, Data, Technology and Change

Responsible for leveraging data, technology, and HR programs to improve organizational effectiveness and support regional business priorities.

Key Responsibilities

• Champion the effective use of Company systems, technology, data, and metrics to identify trends, inform HR solutions, influence decisions, and support Field business priorities.
• Lead and support HR programs, processes, and organizational changes while partnering with Field and Corporate leaders to improve organizational effectiveness, HR processes, and the associate experience.

6. Leadership Standards and Other Responsibilities

Responsible for modeling strong leadership standards, maintaining alignment across the HR organization, and fulfilling the travel and other requirements of the role.

Key Responsibilities

• Model consistent principles, values, and ethical standards; build trust, encourage innovation, and set high standards for performance and results.
• Communicate regularly with the Director of Human Resources and HR Business Partners to ensure alignment, information sharing, and execution of key priorities.
• Periodic overnight travel is required to support the assigned region and conduct Market visits (approximately 25-35% travel), along with periodic attendance at meetings at the Corporate office in Houston.
• Perform other relevant duties as assigned by the Director of Human Resources and VP of HR. This description is not an all-inclusive list of the essential functions or duties related to this job.

Minimum Requirements

Education

BS / BA in Human Resources, Business, or a related field preferred. HR certification preferred but not required.

Experience

10+ years of progressive HR experience, including at least 5 years of HR leadership experience with responsibility for leading and developing a team.

Broad HR experience across multiple disciplines, including employee relations, talent management, organizational development, compensation, recruitment, and labor relations.

Experience leading talent review, succession planning, performance management, and leadership development processes.

Experience using data and metrics to identify trends, inform HR solutions, influence business decisions, and measure outcomes.

Knowledge, Skills and Abilities

Strong knowledge of federal, state, and local employment laws and HR compliance requirements.

Excellent verbal and written communication, facilitation, and presentation skills, with the ability to lead engaging discussions and present complex information clearly to audiences at all levels.

Strong executive presence with the ability to build credibility, appropriately challenge thinking, influence decisions, and communicate effectively with senior leaders.

Outstanding people leadership, collaboration, business acumen, and analytical capability, with the ability to understand operational priorities, use data and insights, and translate business needs into effective HR strategies.

Working knowledge of HR technology and systems, including Microsoft Office and Workday.