Regional HR Manager- Corporate

Essential Duties and Responsibilities

• Partners with facility leadership to develop and implement HR goals, systems, and processes that support business success.
• Recommends and administers policies, procedures, and process improvements to ensure consistency and efficiency across assigned facilities.
• Collaborates on associate engagement survey follow-up and cultural improvement initiatives.
• Keeps management informed of associate issues, trends, and risks that could affect operations.
• Conducts HR audits at facilities and staffing agencies to ensure compliance with company policies and legal requirements.
• Provides guidance to associates and supervisors on workplace issues, policies, and procedures.
• Conducts thorough impartial investigations and collaborates on disciplinary and termination actions, ensuring fairness, documentation, and legal compliance.
• Safeguards company and associate interests by monitoring compliance with labor laws and regulations.
• Supports facility safety programs by reviewing safety meetings, inspections, and logs, and ensuring timely reporting of incidents.
• Protects company and associate interests by monitoring compliance with labor laws and regulations.
• Supports collective bargaining and union grievance processes.
• Communicates policy updates and HR-related information to associates.
• Promotes and supports facility recruiting strategies and staffing plans to attract and retain qualified associates.
• Reviews and approves background checks and pre-employment screenings.
• Manages temporary labor providers, maintaining records to meet company guidelines and business needs.
• Maintains organization charts, labor hour tracking, and related workforce reports.
• Ensures accuracy and timely submission of facility HR reports.
• Records and tracks associate status changes and other HR transactions.
• Supports preparation of reports for management and external agencies.
• Works cross-functionally to address business needs and support company initiatives.
• Responds to inquiries from associates, managers, and candidates, providing excellent service and fostering teamwork.
• Demonstrates initiative, adaptability, and commitment to learning new skills.

Minimum Requirements

• Ace's degree in business or related field
• Minimum of five years of progressive HR experience, including employee relations, labor relations, management coaching, and implementation of HR programs and initiatives
• Minimum of five years of experience supporting a unionized workforce, including grievance administration and labor-management
• Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP); PHRca preferred
• Strong working knowledge of federal, state, and local employment laws, including California, Oregon, and Washington employment regulations, as well as compensation, organizational development, training, and employee relations practices
• Excellent communication, interpersonal, and relationship-building skills, with the ability to influence and collaborate effectively at all organizational levels
• Demonstrated ability to handle sensitive and confidential matters with professionalism, sound judgment, and discretion
• Strong analytical, problem-solving, organizational, and project management skills, with the ability to manage multiple priorities in a fast-paced environment
• Proficiency in Microsoft Office applications and HRIS systems
• Collaborative, service-oriented leadership style with the ability to balance business objectives, associate needs, and operational priorities
• Ability and willingness to travel regularly throughout assigned regions by car, train, or air, and flexibility to adjust work schedules as business needs require