Position Summary
The Vice President, Regional HR & Integration is a hands-on field leader responsible for bringing LAZ's People & Culture strategy to life across our locations. This leader ensures that we operate as one connected team with clear ownership, strong judgment and a shared commitment to the employee and operator experience.
This is not a role that leads from behind a desk. The VP is expected to be in the field, know our operators, understand the realities of our locations and stay close enough to the work to see where our people practices are helping and where they are getting in the way. The successful leader will move comfortably from a conversation with a frontline employee, to coaching a location leader, to partnering with a Regional Vice President or senior executive.
The mandate is to protect what makes LAZ special while building a People & Culture operating model that can scale with the company.
Leadership Profile
A field leader first: genuinely enjoys being in the business, visiting locations and learning directly from employees and operators.
• Hands-on and willing to roll up their sleeves: personally engages in difficult situations, important markets, leadership transitions and business challenges when needed.
• Passionate about developing leaders: builds the strength, credibility and business capability of Regional HR Directors and HRBPs.
• Visible and accessible: treats travel and field presence as fundamental to how the role is performed, not as an occasional requirement.
• Operationally credible: connects workforce data with what is happening at the location level.
• A builder of consistency without bureaucracy: establishes standards and accountability while preserving relationships, local judgment and speed.
• A true reflection of LAZ culture: warm, authentic, humble, approachable, accountable and willing to have difficult conversations.
Key Responsibilities
Lead the regional People & Culture operating model
• Lead, develop and align the Regional HR Directors across LAZ regions.
• Establish clear expectations for Regional HR and strengthen partnership with regional and location leadership.
• Ensure HRBPs focus on manager coaching, workforce planning, retention, organizational effectiveness and business priorities.
• Balance enterprise consistency with the local judgment and relationships that are fundamental to LAZ.
Connect regional HR with specialist teams
• Partner with Learning & Development, Total Rewards & Payroll and Talent Acquisition driving one coordinated model.
• Establish clear ownership, handoffs, escalation paths and service expectations.
• Ensure work reaches the right owner early, reducing duplication and preventable escalation.
Strengthen manager and organizational capability
• Raise the quality and consistency of manager coaching, workforce planning, organizational design, talent planning and performance management.
• Help leaders identify and address workforce issues before they become employee relations, turnover, staffing or cost problems.
Drive business and workforce outcomes
• Partner with Operations and Finance to improve workforce outcomes by location and region.
• Use workforce analytics to identify patterns in turnover, staffing, overtime, employee relations and other people-related business drivers.
• Establish operating reviews and ensure agreed actions translate into execution.
Lead organizational integration
• Build repeatable People & Culture approaches for acquisitions, transitions, new market entry and significant organizational change.
• Ensure employees and leaders joining LAZ experience a thoughtful introduction to LAZ culture, practices and expectations.
Build the next-generation P&C organization
• Develop the Regional HR leadership team and create succession and career pathways.
• Clarify decision rights and accountability across regional and national teams.
• Partner with other P&C leaders to use technology, analytics and AI to create capacity without weakening human connection.
Qualifications & Experience
• 15+ years of progressive HR leadership experience, including leadership of senior HR professionals in a large, geographically dispersed organization.
• Demonstrated success supporting hourly, frontline or distributed workforces; multi-site services, hospitality, transportation, parking or adjacent operating environments strongly preferred.
• Track record of building trusted relationships with Operations leaders and frontline teams through regular field presence.
• Experience integrating field HR delivery with specialist capabilities such as employee relations, labor relations, employee services or shared services.
• Strong employee relations judgment and meaningful experience in complex labor environments.
• Ability to use workforce data to drive action while maintaining focus on the people behind the numbers.
• Willingness and ability to travel approximately 40-50%, with flexibility to respond to business needs.
