Human Resources Leader (Manager/Sr. Manager)

About Our Client

Regency Supply is a family-owned, national electrical and lighting distributor headquartered in Chatsworth, CA, with over 40 years of experience supporting contractors and maintenance professionals. Formed through the merger of Regency Lighting and AllSale Electric, Regency Supply offers a full suite of solutions, including lighting replacement (MRO), energy retrofits, construction and architectural lighting, design services through RL Studio, and 24/7 online ordering.

With additional locations in Kennesaw, GA, and across Southern California, Regency Supply combines extensive inventory with expert guidance to ensure contractors and clients receive the products and support they need—quickly and reliably. Founded in 1983 by Mike Goldstone and Ron Regenstreif, the company operates on core values of integrity, service, and expertise, often guided by the faith-based principles of its founders.

About the Role

The HR Leader is hands-on and operational, responsible for executing people programs, ensuring compliance, and supporting managers across the organization. This role operates close to the business, focusing on implementation, administration, and day-to-day problem-solving, while providing informed input to leadership.

Unlike a Director-level role, this position has limited company-wide decision authority and does not own enterprise HR strategy.

Key Responsibilities

HR Team Leadership & Organizational Effectiveness

• Provide day-to-day leadership, direction, and prioritization for the HR team.
• Build a high-performing, service-oriented HR function through coaching, feedback, and performance management.
• Assign work, monitor execution, and ensure timely, high-quality delivery of HR services.
• Support capability development and professional growth of HR team members.
• Serve as an escalation point for complex employee relations or compliance issues.
• Model professionalism, sound judgment, and discretion in all interactions.

HR Execution & Program Implementation

• Execute people programs in alignment with company strategy and leadership direction.
• Support workforce planning, organizational changes, and talent processes through implementation and coordination.
• Ensure consistency and quality in HR service delivery across the organization.

Employee Relations & Compliance

• Serve as the primary point of contact for employee relations matters, investigations, and performance issues.
• Ensure compliance with federal and multi-state employment laws.
• Partner with external legal counsel on higher-risk matters and implement recommended actions.
• Maintain HR policies, employee handbook updates, and required postings.

HR Operations & Infrastructure

• Oversee HRIS, payroll coordination, benefits administration, recruiting processes, and leave management.
• Ensure smooth onboarding and offboarding processes and accurate personnel records.
• Maintain audit readiness, documentation standards, and record retention practices.
• Support operational needs such as reporting and, when needed, sales bid processes.

Compensation, Benefits & Payroll Support

• Coordinate benefits administration, including open enrollment and vendor communication.
• Support payroll processing and resolve issues as they arise.
• Ensure ACA compliance and required reporting.
• Provide data and administrative support but does not design or redesign compensation or benefits programs.

Workers’ Compensation & Safety Compliance

• Administer the workers’ compensation program, including claim intake, documentation, and coordination with brokers and carriers.
• Partner with managers on incident reporting and return-to-work processes.
• Maintain OSHA compliance, including recordkeeping (OSHA logs), training coordination, and policy implementation.
• Escalate complex claims, litigation, or regulatory issues to leadership and external advisors.

Property & Casualty (P&C) Insurance Support

• Act as the internal coordinator for P&C insurance programs, including workers’ compensation, EPLI, and liability coverage.
• Support annual renewals by gathering data, completing applications, and working with brokers.
• Implement coverage updates and communicate requirements internally.
• Maintain certificates of insurance (COIs) and evidence of coverage.

Leadership Support

• Advise managers on performance management, corrective action, and terminations within established guidelines.
• Train supervisors on HR policies, documentation standards, and compliance basics.

Culture & Engagement

• Support company values and culture initiatives across the organization.
• Execute training programs, engagement efforts, and internal communications as directed.

Authority & Decision-Making Parameters

Has authority to:

• Make routine employee relations decisions within established policies.
• Issue corrective actions, including terminations, with appropriate leadership approval.
• Interpret and apply existing HR policies and procedures.
• Execute programs and processes within defined HR, insurance, and safety frameworks.

Does NOT have authority to:

• Design or redesign compensation, benefits, or incentive structures.
• Commit the company to new vendors, employment models, or benefit programs.
• Independently make decisions on high-risk terminations, restructures, acquisitions, or WARN-related actions.
• Negotiate insurance coverage terms, select carriers, or materially change risk programs without executive approval.

• 8–10 years progressive HR experience
• Strong California employment law knowledge
• Experience supporting multi-location and warehouse environments
• HR certification (PHR/SPHR) preferred
• Handles confidential information with discretion and restraint
• Ability to make sound recommendations without perfect information
• Comfort operating in gray areas while managing legal and people risk
• Maintains composure during conflict, investigations, and executive tension
• Does not escalate situations through tone, defensiveness, or over-processing
• Quickly earns trust with owners, managers, and frontline employees
• Strong listener who can de-escalate employee concerns
• Comfortable implementing decisions they did not personally make
• Knows when to escalate vs. resolve independently
• Organized, detail-oriented, and process-driven
• Demonstrated ability to manage sensitive employee matters with discretion, empathy, and sound judgment

Key employee benefitsinclude:

• Health & Wellness: Medical, dental, vision, and often Employee Assistance Programs (EAP).
• Financial Security: 401(k) plans and competitive salaries.
• Paid Time Off: Paid holidays, vacation, sick time, and sometimes birthday time off.
• Work Environment: Hybrid, dynamic work environments.
• Focus on Culture: Emphasizes relationship, integrity, service, and expertise (R.I.S.E. values).