Regional HR Manager – PA, MD & MA

Position Overview

The Regional Human Resources Manager – Branches is responsible for leading People Operations and providing strategic and operational HR support across Baldor’s branch locations. This role supports a geographically dispersed, multi-state workforce across warehousing, distribution, transportation, and logistics operations and serves as the primary HR leadership resource for the assigned region. 

The Regional HR Manager provides direct leadership, coaching, and oversight to the People Operations Partners (POPs) supporting branch locations, establishing clear goals, priorities, and performance expectations while ensuring consistent and effective HR support across locations. 

The ideal candidate brings strong experience supporting a multi-site, multi-state, high-volume hourly workforce in warehouse, distribution, logistics, or transportation environments and has demonstrated success leading HR across geographically dispersed locations. This maintains the operational workforce focus established in the current Senior HR Manager role.

Key Responsibilities

Regional HR Leadership & Business Partnership

• Serve as the primary HR partner to branch and regional business leaders across assigned locations. 
• Partner with the Senior Director, HRBP to execute HR and workforce strategies aligned with business and operational priorities.
• Build strong partnerships with Operations, Transportation, Safety, and other functional leaders to understand workforce needs and proactively address people-related risks and opportunities.
• Translate business priorities into actionable people strategies for the region.
• Support organizational design, workforce planning, talent strategy, succession planning, and change management initiatives.
• Use workforce data, trends, and KPIs to identify opportunities related to turnover, attendance, engagement, performance, staffing, leadership effectiveness, and retention.
• Ensure regional HR priorities remain aligned with broader organizational HR strategies and standards.

 People Operations Partner Leadership

• Directly manage, coach, and develop People Operations Partners supporting branch locations.
• Establish clear individual and team goals, priorities, deliverables, and performance expectations aligned with business and HR objectives.
• Maintain visibility into POP workload and capacity and appropriately distribute assignments based on operational needs, complexity, and priorities.
• Provide oversight of POP goals, projects, recurring tasks, ER caseloads, investigations, and follow-up actions to ensure timely and effective execution.
• Conduct regular one-on-one meetings and team check-ins to review priorities, progress against goals, employee relations activity, workload, and development needs.
• Provide ongoing performance feedback, development planning, and coaching to strengthen POP capability, judgment, consistency, and business partnership.
• Establish clear accountability for completion and quality of ER documentation, investigations, corrective actions, HR transactions, and follow-up commitments.
• Identify skill and performance gaps within the team and establish appropriate development, coaching, and performance improvement plans.

 Employee Relations & Risk Management

• Serve as the primary escalation point for complex, sensitive, or high-risk employee relations matters.
• Lead and oversee investigations involving workplace complaints, misconduct, policy violations, ethics concerns, and performance issues.
• Ensure consistent application of company policies, labor practices, and corrective action standards across sites.
• Partner with Legal, Compliance, Safety, and senior leadership on matters involving legal risk, regulatory exposure, or reputational impact.
• Coach leaders and People Operations Partners on effective employee relations practices, documentation standards, and communication approaches. 

Operational & Workforce Support

• Support site leadership in addressing labor challenges, headcount planning, attendance issues, shift performance, and organizational health.
• Review workforce trends related to turnover, absenteeism, engagement, leadership behaviors, and culture to identify risk areas and improvement opportunities.
• Ensure effective execution of HR programs including performance management, engagement surveys, recognition initiatives, and safety-related HR programs.
• Partner on talent development, succession planning, and leadership development for frontline, supervisory, and mid-level leaders.
• Drive consistency and alignment of HR practices, processes, and standards across all supported locations.
• Identify and implement continuous improvement opportunities within HR operations and people processes. 

Qualifications

• 7 years of progressive HR experience, including significant HRBP or people operations experience.
• 3 years of people management or leadership experience.
• Strong background in employee relations, investigations, coaching, and risk mitigation.
• Demonstrated experience supporting large, high-volume hourly workforces in warehouse, distribution, manufacturing, logistics, transportation, or similar operational environments.
• Experience supporting logistics, transportation or fleet operations, including CDL and/or non-CDL driver workforces strongly preferred.
• Strong working knowledge of DOT regulations, DQF requirements, driver onboarding processes, and post-accident procedures preferred.
• Strong analytical skills; ability to interpret HR metrics and develop meaningful insights.
• Knowledge of multi-state employment laws (FMLA, ADA, EEO, wage and hour).
• Bilingual (English/Spanish) strongly preferred for workforce support.
• Experience leading HR programs across multiple states/sites.
• PHR/SPHR or SHRM-CP/SCP certification, or related certification(s). 

Working Conditions

• Hybrid work schedule- 4 days in office and 1 remote day.
• On-site visibility required in warehouse, production and transportation environments, including being comfortable in refrigerated warehouse setting.
• Requires walking the floor, engaging with employees across multiple shifts and occasional early morning, late-evening or weekend support.
• Approximately 20-30% travel anticipated, based on business needs and location coverage. 

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