Regional People Operations Manager

Sunstate•Anaheim, CA

About The Position

Sunstate is seeking a senior People partner to support multiple branches and markets in the West. The role is field-facing and connects leadership and workforce decisions to safety, customer experience, productivity, and profitable growth. Rather than focusing on HR program administration, the Regional People Operations Business Partner works with regional and branch leaders to diagnose organizational and workforce challenges, offer constructive guidance, and drive practical action. The position has broad influence across organization design, workforce planning, leadership capability, succession, retention, employee relations, change management, pay, and performance. The role requires understanding the business from the field, including its customers, markets, operating model, financial drivers, and workforce realities. Success includes stronger leadership and succession depth, improved retention and internal mobility, fewer recurring employee relations issues and avoidable risks, and better workforce decisions informed by data. The position is based in California, with the exact location open within business reason and rationale. Travel is approximately 50 to 60% based on business needs. Compensation is competitive and aligned to experience. Benefits include health, retirement, PTO, a vehicle allowance, and development support.

Requirements

8 to 10 years of progressive HR Business Partner, People Operations, or HR leadership experience, including direct partnership with senior operating leaders.
Experience supporting multi-site, field-based teams in equipment rental, construction, skilled trades, manufacturing, logistics, transportation, industrial services, or a similar operating environment.
Demonstrated ability to influence and constructively challenge leaders, diagnose ambiguous problems, and turn insights into measurable action.
Strength in leadership coaching, talent judgment, succession, workforce planning, organizational effectiveness, employee relations, and change leadership.
Experience independently conducting complex investigations and advising leaders on sensitive employment and corrective-action decisions.
Working knowledge of multi-jurisdiction employment compliance, including protected leave, workplace accommodations, and employment separations.
Strong business and financial acumen, sound independent judgment, and clear, credible communication.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.

Nice To Haves

Master's degree.

Responsibilities

Partner with operational leaders to diagnose organizational, staffing, leadership, capability, and retention challenges and translate insights into clear action.
Lead talent reviews, identify key talent, create practical development plans, and improve readiness for critical roles.
Identify root causes of workforce turnover and improve stability across hiring, onboarding, leadership, staffing, compensation, development, and operating conditions.
Coach managers through performance, accountability, conflict, and employee concerns.
Independently lead complex investigations and partner with Legal on fair, consistent, and defensible outcomes.
Guide the people aspects of restructures, workforce transitions, leadership changes, and new ways of working.
Interpret workforce measures—including turnover, vacancies, overtime, first-year retention, and internal mobility—and recommend actions and assess their results.
Partner with Total Rewards and leaders on merit, promotion, incentive, and calibration decisions.
Navigate California and multi-state employment requirements, leave, accommodations, separations, and employee relations risk while reinforcing a safety-first culture.