Regional HR Manager

Role Summary

The Regional Human Resources Manager serves as both a strategic and operational partner to regional leadership and assigned business units within the organization. This role provides guidance and support in employee relations, performance management, workforce planning, compliance, talent development, organizational effectiveness, and HR policy administration.

The Regional Human Resources Manager works closely with operational leaders to support business objectives while ensuring alignment with company culture, employment laws, and organizational standards. The role requires a proactive, solutions-oriented HR professional capable of balancing strategic leadership with day-to-day employee support in a fast-paced healthcare and EMS environment.

Key Responsibilities

• Serve as the primary HR leader for assigned regions, operations, and leadership teams.
• Provide guidance and coaching to leaders regarding employee relations, performance management, corrective action, investigations, and policy interpretation.
• Conduct and support workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, and other workplace concerns.
• Partner with operations leadership to drive employee engagement, retention, workforce planning, and culture initiatives.
• Support talent management processes including succession planning, leadership development, performance evaluations, and employee development initiatives.
• Monitor and ensure compliance with federal, state, and local employment laws, company policies, and regulatory requirements.
• Assist leaders with organizational changes including restructures, workforce transitions, acquisitions, and integration activities.
• Review and analyze workforce metrics and trends including turnover, vacancy rates, attendance, corrective actions, and employee engagement indicators.
• Collaborate with Talent Acquisition, Payroll, Benefits, HRIS, and other HR functions to ensure consistent and effective HR service delivery.
• Support ADA interactive processes, leave management coordination, accommodation discussions, and return-to-work processes in partnership with Leave Administration and Legal as appropriate.
• Facilitate and support leadership training, employee education, and HR-related communications.
• Participate in policy development, process improvement initiatives, and HR standardization efforts across the enterprise.
• Maintain confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.
• Respond to urgent employee and operational issues in a timely and professional manner.
• Provide on-site HR support during critical incidents, operational events, acquisitions, deployments, or workforce escalations as needed.