Regional People Operations Manager

Sunstate Equipment Co., LLC•Anaheim, CA

About The Position

Sunstate is seeking a senior People partner to work closely with regional and branch leaders across multiple markets. This field-facing role connects leadership and workforce decisions to safety, customer experience, productivity, and profitable growth. It emphasizes business partnership and practical outcomes rather than HR program administration. The Regional People Operations Business Partner will learn the operation from the field and advise leaders on organization design, workforce planning, leadership capability, succession, retention, employee relations, change management, pay, and performance. The role includes approximately 50 to 60% travel based on business needs and is located in California, with the exact location open within business reason and rationale. Success includes stronger leadership capability and succession depth, improved retention and internal mobility, fewer recurring employee relations issues and avoidable organizational risks, and better use of workforce data in decision-making.

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 convert insight 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 turn insights into clear action.
Lead talent reviews, identify key talent, develop practical development plans, and improve readiness for critical roles.
Identify root causes of workforce turnover across hiring, onboarding, leadership, staffing, compensation, development, and operating conditions.
Coach managers on performance, accountability, conflict, and employee concerns.
Independently lead complex investigations and partner with Legal on fair, consistent, and defensible outcomes.
Guide the people side of restructures, workforce transitions, leadership changes, and new ways of working.
Translate workforce data—including turnover, vacancies, overtime, first-year retention, and internal mobility—into decisions and actions, and assess whether those actions worked.
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.