Bachelor's degree in Human Resources, Business Administration, or related field; or equivalent experience
Minimum of five years of progressive HR management experience
Three to five years of experience in unionized environments with labor relations expertise
Proficiency in HRIS and payroll systems, particularly UKG
Strong knowledge of employment law and HR compliance issues
Responsibilities
Lead end-to-end recruiting efforts for regional operations to ensure timely talent acquisition
Oversee onboarding processes for new hires, ensuring policy compliance
Manage relationships with staffing agencies for optimal cost-effectiveness
Serve as the primary HR contact for benefits administration and employee inquiries
Ensure compliance with federal, state, and local employment laws
Benefits
Full-time position with standard business hours and occasional overtime
Up to 25% travel for site visits and onboarding activities
Work in diverse environments including office, rail terminals, and operational sites
Engagement with union representatives and operational leadership
Opportunity to participate in corporate HR initiatives and projects
Full Job Description
Pay Range: $90K - 110K
Summary
The Regional Human Resources Manager provides strategic and operational HR leadership across an assigned multi-site region, including rail, back-of-plant, stevedoring, and California operations. This role oversees the full employee lifecycle, labor relations, compliance, payroll coordination, and workforce planning while ensuring consistent application of company policies and collective bargaining agreements. The Regional HR Manager partners closely with operational leadership to support business objectives, foster employee engagement, and serve as a trusted advocate for employees. Success in this role requires strong union experience, regulatory knowledge, and the ability to lead HR initiatives across geographically dispersed locations.
Key ResponsibilitiesHR Operations & Service Delivery
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.
Coordinate and manage 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.
Competencies
Strong leadership and employee advocacy skills
Excellent verbal and written communication abilities
High level of integrity, professionalism, and confidentiality
Effective problem-solving and decision-making in fast-paced environments
Strong organizational skills with exceptional attention to detail
Ability to manage multiple priorities across geographically dispersed sites
Proven ability to influence and partner with leaders at all levels
Sound judgment in labor relations and compliance matters
Qualifications
Education: Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent combination of education and experience
Experience:
Minimum of five (5) years of progressive HR management experience
Three (3) to five (5) years of experience working in unionized environments, including labor relations and union dues administration
Skills:
Proficiency in HRIS and payroll systems, including UKG
Strong working knowledge of employment law and HR compliance
Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint)
Other:
Ability to obtain a Transportation Worker Identification Credential (TWIC)
Ability to obtain and maintain eRail Safe certification
Preferred
Master's degree in Human Resources, Business Administration, or a related field
Experience supporting rail, port, transportation, or logistics operations
Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or similar)
Work Environment
Combination of office, rail terminal, port, and operational site environments
Regular interaction with union representatives and operational leadership
Exposure to outdoor conditions during site visits
Physical Demands
Primarily sedentary administrative work with periodic walking and standing during site visits
Manual dexterity required for computer use and document handling
Work Schedule
Full-time position, Monday through Friday, standard business hours
Occasional overtime may be required to meet operational needs
Travel Requirements
Up to 25% travel, including quarterly site visits and onboarding of new or expanded locations
Work Authorization / Security Clearance
Must be eligible to obtain and maintain a TWIC badge and required safety certifications
