Regional Human Resources Manager

The Regional Human Resources Manager provides strategic and operational HR leadership across assigned regions and facilities. This role oversees and develops HR Business Partners while partnering closely with regional and site leadership to execute people strategies that support business objectives. The Regional HR Manager is accountable for workforce planning, talent pipelines, employee relations consistency, leader capability, and key HR performance metrics including headcount accuracy, staffing effectiveness, and talent outcomes. Essential Duties And Key Responsibilities Regional HR Leadership & Partnership Serve as the senior regional HR leader and primary HR partner to regional and site leadershipEnsure consistent, compliant, and effective HR practices across all assigned locationsTranslate enterprise HR strategies into region-specific execution plansAct as escalation point for complex employee relations, investigations, and policy interpretation HR Business Partner Leadership Directly manage, coach, and develop HR Business PartnersSet clear expectations, priorities, and standards for HRBP executionProvide guidance on employee relations, performance management, ADA, and leader coachingBuild HRBP capability through mentoring, feedback, and development planning Workforce Planning & Labor Management Own regional labor planning and workforce models in partnership with operations leadershipEnsure staffing plans align to production demands and financial targetsMaintain a minimum 95% headcount and staffing rate across assigned operationsMonitor hiring, attrition, and staffing trends and adjust plans proactively Talent Acquisition & Succession Oversee regional hiring strategy and delivery for production and professional rolesDrive accountability for time-to-fill targets and recruiting effectivenessLead regional succession planning efforts and ensure actionable pipelines are in placePartner with leaders and HRBPs to identify critical roles and readiness gaps Performance Management & Development Ensure consistent execution of performance review cycles across the regionDrive completion and quality of Individual Development Plans (IDPs) for leaders and key rolesPartner with leadership to strengthen accountability, feedback, and performance culture Training, Engagement & Leader Capability Ensure completion and effectiveness of required training across the regionPartner with HRBPs to facilitate leadership training, employee training, and engagement initiativesMonitor training completion metrics and address gaps with leadersSupport employee engagement strategies and action planning Metrics, KPIs & Continuous Improvement Own and report on key regional HR metrics, including but not limited to:Time-to-fillStaffing and headcount accuracySuccession coverageIDP completion and progressTraining completion ratesUse data and trends to identify risks, recommend improvements, and drive resultsHold HRBPs and leaders accountable to agreed-upon people outcomes #MBICareers #MalibuBoats Qualifications Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field7–10+ years of progressive HR experience, including leadership of HR professionalsExperience supporting manufacturing or production environments preferredStrong knowledge of workforce planning, employee relations, performance management, and talent processesProven ability to lead through metrics, accountability, and influenceExcellent communication, coaching, and stakeholder management skills Key Competencies Strategic HR LeadershipWorkforce Planning & Labor AnalyticsTalent & Succession ManagementLeader Coaching & DevelopmentData-Driven Decision MakingAccountability & Execution Language Skills Ability to read, analyze, and interpret complex business, legal, and policy documents. Ability to respond effectively to sensitive employee and leadership matters. Ability to communicate clearly and persuasively with leaders at all organizational levels. Reasoning Ability Ability to apply logical and strategic thinking to complex human capital issues. Ability to balance business needs, employee experience, and compliance requirements across diverse environments. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform essential job functions. Reasonable accommodation may be made to enable individuals with disabilities to perform these functions. Sits: Approximately 6–7 hoursStands/Walks: Occasional, including time spent in production environmentsLifting: Up to 20 lbs occasionally Work Environment Typical 8-hour workdays with frequent interaction in production and operational settings. Regional travel as required. Extended hours may be necessary based on business needs. Appropriate PPE is required when entering production environments.