Regional Market Director

Resourcing Edge Services•Greenville, SC

About The Position

The Regional Market Director is the senior operational and client-facing leader for a branch office, responsible for the overall performance, service delivery, and financial health of the regional ASO/PEO book of business. This role provides direct leadership over HR, payroll, and benefits administration, while serving as the primary steward of client relationships, retention, and regional execution. The Regional Market Manager owns regional P&L performance, ensures consistent adoption of standardized workflows and systems, and drives accountability across teams to deliver a predictable, scalable, and high-quality client experience.

Requirements

8+ years of leadership experience in PEO or professional services industry
Demonstrated success owning P&L responsibility and managing client retention
Strong understanding of HR, payroll, benefits administration, and employment compliance
Proven ability to lead teams through change, standardization, and post-acquisition environments
Exceptional client communication, escalation management, and executive presence
Experience operating within structured SOPs, KPIs, and system-driven environments
Must be eligible to work in the United States without the need for work visa or residency sponsorship.

Nice To Haves

Accountability-driven and financially minded
Comfortable balancing client advocacy with operational discipline
Skilled at driving consistency without eroding relationships
Decisive, visible, and hands-on when needed
Aligned with building scalable, repeatable service models

Responsibilities

Full accountability for branch P&L performance, with a primary focus on client retention, margin management, and cost control
Translate organizational strategy into clear regional execution priorities
Establish performance expectations tied to financial, operational, and service outcomes
Partner with executive leadership to forecast growth, staffing needs, and capacity planning
Serve as the executive point of contact for high-value and at-risk clients
Proactively engage clients to strengthen relationships, address concerns, and prevent attrition
Insert directly into issue remediation, escalations, and complex service challenges when appropriate
Champion a relationship-centered service model while reinforcing contractual and operational boundaries
Enforce consistent adoption of standardized workflows, SOPs, and service models across HR, payroll, and benefits administration
Eliminate region-specific process variations that create inefficiencies or risk
Promote disciplined case management, documentation, and accountability across teams
Ensure the branch operates in alignment with enterprise systems, policies, and compliance standards
Act as a regional champion for HRIS, payroll, CRM, and third-party system adoption
Drive system utilization consistency, data integrity, and operational visibility
Partner with training and enablement resources to ensure teams are properly equipped
Identify friction points and partner cross-functionally to improve workflows and tooling
Direct hiring, performance management, and termination authority for branch staff
Build, coach, and retain high-performing teams aligned to service expectations
Ensure staffing levels and skill mix align with client complexity and workload demands
Foster a culture of accountability, professionalism, and continuous improvement
Own and monitor regional KPIs tied to: Client retention and satisfaction, Service delivery performance, Financial results, Workforce productivity and capacity
Use performance data to drive corrective action, coaching, and operational improvements
Establish predictable reporting rhythms and reinforce outcome-based management
Driving standardized systems and workflows to reduce operational friction and improve scalability
Strengthening operational discipline and accountability across regions
Improving client retention and lifetime value through proactive leadership engagement
Enabling predictable growth through disciplined workforce planning and financial ownership