Regional Human Resources Manager

Culligan•Lombard, IL

4d•Hybrid

About The Position

This role supports approximately 50 branch locations and 700 employees across the country. The Regional HR Manager partners with the Business Unit President to set people strategy and owns the proper execution of HR programming, processes and operations. This individual is key in transforming the HR function into a results-focused, strategic partner to the business. To be successful as the HR Regional Manager, this person needs to think strategically and drive results operationally. This person should have strong interpersonal skills and have experience in coaching and developing business partners. Key partner for business leaders ensuring the business has in place the most effective organization to deliver the business strategy. Implement and apply HR processes, policies and standards meeting local legislation and cultural environment. Partner with Total Rewards, Talent Acquisition, and other key stakeholders to ensure the business attracts, motivates, develops and retains great talent through effective recruiting, training & development, performance management and reward strategies. Ensure the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behavior. Independently investigates employee issues and brings to resolution. Fluent in the organizational change concepts including strategic communications plans; understand how organizational capability can deliver business strategy growth agenda. Act as a coach and source of advice on performance and development issues - intervening where necessary to improve management and team effectiveness. Implement business unit-wide initiatives in the areas such as organization development, reward, and bench strength management. Conduct root cause analysis to identify drivers of turnover and implement retention strategies. Identify and evaluate opportunities to enhance the employee experience and increase eNPS Coach and develop HR team members under direct and indirect control against overall team agenda.

Requirements

Master's degree in HR, business administration, management, or a similar field.
7+ years of progressive HR experience.
2+ years of management experience.
Proficiency in Microsoft Office, Excel and Power Point.
Proficiency in HRIS systems, preferably UKG/UltiPro.
Excellent communication skills, both verbal and written.
Excellent leadership and decision-making skills.
Ability to multitask, work efficiently under pressure, and collaboratively across departments.
Strong analytical skills and ability to translate data into actionable insights.
Thought Leadership
Business Acumen
Analytical
Organization and Planning
Resourcefulness
Detailed Orientated
Problem Solving
Teaching/Coaching
Strategic Planning
Judgement/Decision Making
Integrity
Communication

Nice To Haves

Retail, franchise or service industry experience a plus.

Responsibilities

Partner with the Business Unit President to set people strategy and own the proper execution of HR programming, processes and operations.
Transform the HR function into a results-focused, strategic partner to the business.
Think strategically and drive results operationally.
Act as a key partner for business leaders ensuring the business has in place the most effective organization to deliver the business strategy.
Implement and apply HR processes, policies and standards meeting local legislation and cultural environment.
Partner with Total Rewards, Talent Acquisition, and other key stakeholders to ensure the business attracts, motivates, develops and retains great talent through effective recruiting, training & development, performance management and reward strategies.
Ensure the individual and collective relationships between the business and its people are healthy, open and collaborative through appropriate communication strategies and management behavior.
Independently investigate employee issues and bring them to resolution.
Understand how organizational capability can deliver business strategy growth agenda.
Act as a coach and source of advice on performance and development issues, intervening where necessary to improve management and team effectiveness.
Implement business unit-wide initiatives in areas such as organization development, reward, and bench strength management.
Conduct root cause analysis to identify drivers of turnover and implement retention strategies.
Identify and evaluate opportunities to enhance the employee experience and increase eNPS.
Coach and develop HR team members under direct and indirect control against overall team agenda.