Regional HR Business Partner

Tencarva Machinery Company•Greensboro, NC

About The Position

The Regional HR Business Partner is a highly visible, field-facing role supporting leaders and employees across a multi-state region that includes the Carolinas, Tennessee, Virginia, and surrounding areas. The role helps Tencarva scale as it grows, enters new markets, and integrates acquisitions by advising leaders on people, organizational, and leadership challenges. As the first Regional HRBP hire, this person partners with the HRBP Manager to expand and refine the HRBP model. Regular travel to branch locations is expected. The Regional HRBP builds trusted relationships across the organization and provides practical guidance that balances employee needs, operational realities, and business objectives. The role helps transition successful local businesses into a more connected enterprise while preserving local autonomy and entrepreneurial culture. In partnership with the HRBP Manager, HR Ops Manager, HR team, and business leaders, the role supports adoption of tools, processes, leadership expectations, and people initiatives; acquisitions and integrations; organizational change; leadership development; workforce and succession planning; internal mobility; and talent pipelines for leadership and technical roles. Tencarva is a private equity-backed distributor, engineering and design partner, and OEM-authorized repair network in the process equipment and flow control market. Founded in 1978, the company has 37 locations across 17 states and serves more than 18,000 active customers across multiple industries.

Requirements

At least 5 years of progressive Human Resources experience supporting managers and employees in a multi-site environment.
Strong experience in employee relations, performance management, and manager coaching.
Demonstrated ability to build credibility, influence leaders, and navigate challenging employee and organizational situations.
Strong communication, relationship-building, conflict resolution, and business judgment skills.
Willingness and ability to travel regularly throughout the assigned region.
Valid driver's license.
Ability to build trust with employees, managers, and senior leaders; influence decisions; and navigate difficult conversations.
Business and operational mindset, with a practical approach to people challenges and business objectives.
Adaptability, sound judgment, professionalism, and consistency when working with shifting priorities, incomplete information, ambiguity, and sensitive matters.
Ownership, accountability, follow-through, autonomy, and ability to proactively identify issues and drive resolution.

Nice To Haves

Experience as an HR Business Partner, Senior HR Generalist, HR Manager, Employee Relations Manager, or in a similar business-facing HR role.
Experience supporting decentralized, multi-location businesses where local leadership retains significant operational autonomy.
Experience in industrial distribution, manufacturing, field service, construction, transportation, logistics, or other operationally intensive environments.
Experience supporting acquisitions, integrations, organizational change, or rapid-growth environments.
Experience partnering with Talent Acquisition, Compensation, HR Operations, and business leaders in a matrixed organization.
Bachelor's degree in Human Resources, Business, Organizational Leadership, or a related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Build trusted relationships with employees, managers, senior leaders, and business stakeholders, and provide practical people and business guidance.
Help leaders make sound decisions that balance employee needs, operational realities, and business objectives.
Support the transition of local businesses into a more connected, scalable enterprise while preserving successful local autonomy and entrepreneurial cultures.
Partner with the HR Ops Manager, HRBP Manager, and business leaders to roll out and promote adoption of tools, processes, leadership expectations, and people initiatives across a dispersed organization.
Support leaders through acquisitions, integrations, organizational changes, leadership transitions, employee concerns, and evolving expectations.
Coach leaders at all levels on performance challenges, employee relations, organizational changes, difficult conversations, and day-to-day leadership responsibilities.
Partner with business leaders, Talent Acquisition, and external organizations to build talent pipelines for future growth.
Support workforce planning, succession planning, internal mobility, vocational partnerships, and initiatives to attract, develop, and retain leadership and technical talent.
Travel regularly to branch locations throughout the assigned region.