Regional HR Manager

Key Responsibilities

• Lead end-to-end recruiting efforts for regional operations, ensuring timely hiring and retention of qualified talent.
• Oversee onboarding processes for new hires and newly acquired or opened locations, ensuring compliance with company policies and applicable collective bargaining agreements.
• Manage relationships with staffing and temporary labor agencies to meet operational demands in a cost-effective manner.
• Serve as the primary HR point of contact for assigned locations, supporting benefits administration, wellness programs, and employee inquiries throughout the employment lifecycle.
• Maintain accurate and up-to-date employee records within the HRIS.

Labor Relations & Union Partnerships

• Act as the first line of contact for union representatives and business agents across assigned locations.
• Maintain effective labor relationships through consistent communication and timely resolution of labor-related issues.
• Process union dues and union-related medical payments accurately and in accordance with labor agreements.
• Ensure adherence to collective bargaining agreements and established labor practices.

Compliance, Risk & Workforce Administration

• Ensure compliance with federal, state, and local employment laws, as well as company policies and procedures.
• Oversee payroll coordination for the region, ensuring accuracy, timeliness, and regulatory compliance.
• Cook workers' compensation claims and reporting requirements.
• Ensure employees maintain required eRail and safety certifications, coordinating training and renewals as needed.
• Maintain compliance across recruiting, onboarding, training, leaves of absence, terminations, and retirements.

Leadership, Reporting & Continuous Improvement

• Conduct quarterly site visits to assess HR effectiveness, provide guidance, and support local management teams.
• Generate and distribute HRIS reports and workforce metrics to regional and corporate leadership.
• Collaborate with operational leaders to proactively address workforce needs and strengthen employee engagement.
• Participate in corporate HR initiatives and cross-functional projects.
• Provide leadership and oversight to local HR staff, as applicable.