Regional Human Resources Manager

Tecta Corporate•Indianapolis, IN

4d•$95,000 - $105,000•Onsite

About The Position

Tecta America is seeking a Regional Human Resources Manager based in its Indianapolis, Indiana office, supporting the Mid-America Region (Indiana, Ohio, Pennsylvania, and Kentucky). The role serves as the HR leader for eight specialty construction businesses, partnering with each leadership team to align people strategy with business strategy and lead HR execution across locations. The position focuses on the front-line, field-based workforce, including staffing, engagement, safety, and fair treatment. It handles employee relations and grievances, develops consistent recruiting and onboarding practices, strengthens local HR capabilities and administrative discipline, and identifies people-related risks before decisions are made. The work is split between the office and job sites, with regular regional travel and occasional overnight stays.

Requirements

Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.
At least 8 years of progressive HR experience, including at least 3 years as an HR Manager or HR Business Partner.
Experience supporting an hourly, field-based workforce in construction, industrial, manufacturing, or a similar setting.
Proven experience handling employee relations, investigations, and grievances.
Working knowledge of federal and multi-state employment law.
Experience supporting multiple business units.
Valid U.S. driver's license and ability to travel regularly.

Nice To Haves

Experience in specialty construction or self-perform trades, such as roofing, mechanical, electrical, or waterproofing.
Experience in a private equity or multi-company platform environment.
Bilingual English/Spanish.

Responsibilities

Advise and coach each business's Unit President and leadership team on strategic HR matters.
Identify employment, legal, and culture risks in proposed decisions and recommend options to reduce exposure.
Report regional HR metrics, including turnover, trends, and headcount, to business leaders and corporate HR.
Develop practical workforce practices for field crews, foremen, and superintendents covering attendance, performance, and discipline.
Coach field leaders on supervision, feedback, and performance documentation.
Drive retention through engagement, recognition, career paths, and craft development.
Partner with Safety on return-to-work, light duty, drug and alcohol testing, and incident follow-up.
Serve as the escalation point for complex employee relations matters across eight businesses.
Lead or oversee investigations into harassment, discrimination, retaliation, and misconduct complaints.
Guide fair and consistent discipline and terminations, and review high-risk separations before action is taken.
Mediate conflict between employees, crews, and leaders; track employee relations trends and address root causes.
Coordinate with legal counsel on charges, claims, and litigation.
Develop talent pipelines through trade schools, apprenticeships, veterans programs, community partners, and referrals.
Maintain consistent onboarding covering orientation, safety, paperwork, and first-90-day check-ins.
Lead, coach, and develop local HR contacts at each business.
Ensure compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, EEO, I-9/E-Verify, OSHA recordkeeping, and state wage-and-hour requirements.
Support compensation and benefits administration, open enrollment, leave management, and workers' compensation coordination.
Roll out corporate HR programs locally.
Advise leaders on documentation, consistency, and legal exposure before action is taken.
Train leaders on harassment prevention, respectful workplace practices, and lawful supervision.
Assess employment risk and oversee claims, audits, and corrective actions.