Job DescriptionAllied Universal® is hiring a Regional Human Resources Director.The Regional Human Resources Director will be responsible for leading a team of HR Managers and HR Representatives that oversee all employee and labor relations throughout a multi-state region.
RESPONSIBILITIES:- Provide leadership and strategic direction to Regional Human Resources team, including coaching and developing team members, soliciting feedback from Regional President and Vice Presidents on effectiveness of the team's business partnership
- Act as a strategic business partner with President, Regional Vice Presidents, and branch staff within the Region, by understanding their unique client and business objectives, and providing proactive counsel, recommendations, and support to meet their needs; build strong relationships with all management in the region, understand client expectations and site-specific challenges, and provide advice and solutions to meet business needs while ensuring legal compliance and consistent application of company policies
- Under the direction of the Vice President of Human Resources, create, implement, and monitor the application of all employee policies and procedures within assigned region to ensure compliance with labor laws, state and federal regulations, and sound business practices; conduct training sessions with managers and supervisors and identify and communicate the need for new/revised policies based on changing business needs and/or legal requirements
- Provide technical HR support to branch, field and sales staff on day-to-day employee and labor relations issues; responsible for advising on proper techniques, forms/documentation, and actions to ensure compliance, lawful conduct, and consistent application of practices, while meeting business/client objectives
- Where applicable, manage all aspects of Collective Bargaining Agreements to ensure compliance, fulfillment of technical requirements, and awareness of Company philosophies regarding union relations; build and maintain strong relationships with union representatives to minimize labor relations issues, conduct supervisor/manager training to strengthen consistent application of policies and procedures, and manage all grievances in a timely and effective manner
- Conduct (or oversee the activities of) all investigations into discrimination, harassment, wage/hour, or other labor law complaints, ensuring proper documentation, interviewing procedures, and follow up activities are taken, under the guidance and oversight of the Vice President of Human Resources, act as a representative for Allied Universal in all legal actions against the company for employment lawsuits
- Responsible for various Human Resource projects, either as assigned by Vice President of Human Resources or as self-initiated, including ongoing opportunities for automation, efficiency, accuracy, cost-reduction, and/or improved legal compliance; actively participate in annual strategic planning process to identify such projects, then create and execute plans to ensure on-time completion of deliverables
- Maintain oversight for field auditing and compliance; management of Human Resources staff to conduct quarterly field audits of branch HR staff operations, internal auditing procedures, and other processes to ensure company standards and legal requirements are being followed (such as I-9 compliance, HRIS and HR record keeping/maintenance, and other similar processes)
- Identify training and development needs at branch sites for Operations Managers, HR Coordinators and Regional HR team, and develop the technical skills to ensure proper knowledge of applicable laws and regulations, file maintenance, employee relations administration, termination procedures, and accident reporting/investigations/workers' compensation procedures
- Identify and implement retention strategies to reduce employee turnover and increase internal employee development and skills
- As a senior member of management, participate in strategic planning sessions, client meetings and other business development meetings, providing insight into implications of decisions and actions on the HR function, and offering solutions to employee related issues affecting the business
QUALIFICATIONS (MUST HAVE):- Must possess one or more of the following:
- Bachelor's degree in Human Resources, Business, or related field
- Associate's degree in Human Resources, Business, or related field with a minimum of 10 years of progressively responsible human resources management experience
- High school diploma with a minimum of twelve (12) years of progressively responsible human resources management experience
- Minimum of seven (7) human resources managerial experience required, including direct responsibility for employee relations, policy and procedure development and administration, workers' compensation and safety program management, and senior level business involvement
- Experience with multi-state operations in a highly regulated service industry and/or oversight in organization with high-volume entry-level workfor
- Strong knowledge of HRIS/payroll systems and labor laws in all states for which incumbent would be responsible (geographic region), as well as extensive knowledge of relevant federal employment laws/regulations, workers' compensation/OSHA procedures and regulations, and discrimination/harassment investigation and defense procedures
- Excellent communication and customer service skills, with the ability to build relationships, de-escalate issues, and clearly explain policies and procedures
- Proven ability to manage multiple priorities, meet deadlines, and exercise sound judgment and discretion independently
- Collaborative team player who effectively partners with employees, leaders, and clients at all levels of the organization
- Willingness and ability to travel approximately 30% of the time, locally (vehicle travel) and distantly (throughout assigned region via air travel as required)
PREFERRED QUALIFICATIONS (NICE TO HAVE):- MBA or advanced HR-related degree
- Professional Human Resources certification (e.g., PHR, SPHR, GPHR)
- Prior work experience liaising with union representatives and managing a workforce under a Collective Bargaining Agreement
BENEFITS: - Medical, dental, vision, retirement plan, basic life, AD&D, and disability insurance
- Eight paid holidays annually, five sick days, and four personal days
- Vacation time is offered at an accrual rate of 3.08 hours biweekly. Unused vacation is only paid out where required by law
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Requisition ID2026-1628819
