Regional HR Manager

TESTEQUITY HISCO GROUP•Moorpark, CA

17d•$95,000 - $110,000

About The Position

The Regional Human Resources Manager oversees HR operations across multiple locations within an assigned region. This role provides strategic and tactical HR support to regional leaders and site managers, ensuring consistent implementation of HR policies, employee relations practices, talent strategies, and compliance standards. The Regional HR Manager is responsible for building strong partnerships with operational leaders to drive business performance and create a positive, inclusive work environment.

Requirements

Bachelor’s degree in human resources management, Business Administration, or related field is highly preferred.
5+ years of progressive HR experience, with at least 2 years in a multi-site or regional capacity.
Strong understanding of employment laws and HR best practices.
Excellent communication, time management skills, coaching, and people skills.
Ability to manage multiple priorities across various locations.
Strong problem-solving, analytical, and decision-making capabilities.
Proficiency with HRIS systems and Microsoft Office Suite.
Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards
Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards
This position requires applicants to be authorized to work in the US without sponsorship; TestEquity does not sponsor applicants for work visas.

Responsibilities

Employee Relations & Support Serve as the primary HR contact for managers and employees across the region.
Investigate and resolve employee relations issues, ensuring fairness, consistency, and compliance.
Conduct investigations and recommend appropriate actions to be reviewed by the HR Manager and/or HR Director.
Provide guidance on performance management, corrective actions, and conflict resolution.
Support workplace culture initiatives that promote engagement, diversity, and inclusion.
Promote positive employee engagements, to include the setup of events, ordering of food, and coordinating with regional sites for events.
Help resolve workplace conflicts, coach managers on documenting PIP’s and partner with managers on the deliverable of the PIP’s.
Coaches on appropriate documentation and method to deliver the separation to employees based on location, region and level of employee.
Talent Acquisition & Workforce Planning Partner with hiring managers to assess staffing needs and partner with HR team members to support recruitment efforts.
Monitor turnover and staffing trends and develop action plans based on insight.
Partner with leaders on the development of onboarding plans and support orientation process.
Support talent assessments, succession planning, and leadership development initiatives.
Identify skill gaps and partner with HR POC learning & development lead to implement training solutions.
Performance Management & Development Coach leaders on effective performance feedback, goal setting, and employee development.
Ensure consistent application of performance management processes across all sites.
Compliance & HR Policy Administration Ensure compliance with federal, state, and local labor laws and regulations.
Conduct audits of HR practices and employee files, correct non-compliance issues.
Own the oversight of company policies and partner with HR team to create and update HR policies as needed.
Communicate and uphold company policies, procedures, and standards.
HR Operations & Reporting Lead regional HR initiatives, including engagement surveys, compensation reviews, and recognition programs.
Support HR reporting metrics and provide actionable insights.
Oversee accurate and timely completion of HR documentation and systems updates to support streamline efforts/processes to improve customer output within the HR function (onboarding, offboarding HRIS system, etc.)
Lead and document exit interviews, share and coach exit feedback to manager, and close out personnel files with all documents.
Assist HR Director on reduction in force procedures and processes.
Strategic Partnership Partner with regional leadership to align HR strategies with business goals.
Contribute to organizational planning, change management, and growth initiatives.
Identify opportunities to improve processes, enhance employee experience, and elevate HR practices.
Directly and indirectly responsible for product quality.
Other duties as assigned.