Regional Employee Support Manager - South & West

Job Summary

Candidates must reside in Georgia or Nevada

The Regional HR Manager serves as a trusted and strategic partner to regional leaders and a people manager to the on-site Business Partners within their assigned region, bringing organizational knowledge and sound judgment that sharpens a leader’s decision-making. This role connects enterprise-wide and regional business priorities with sound workforce planning, employee relations, performance management, and organizational development, always starting from trust rather than control in how that partnership operates.

The Regional HR Manager develops and coaches the Business Partners they manage, building their capability to bring that same perspective at the site level — helping them know when to ask a sharper question, when to flag risk, and when a decision is the leader's to make.

This leader must demonstrate strong alignment with Clark's culture and leadership values, bring sound business judgment earned through experience and trust-building, and travel periodically to stay connected to the people and leaders they support.

Responsibilities

Relationship Building & Leadership Coaching

• Build trusted relationships with leaders by understanding their teams, goals, pressures and ownership of people decisions before recommending solutions; earn credibility through practical early wins and consistent follow-through
• Coach leaders using sound judgment and influence rather than mandate, using a low-pressure, consultative approach that adapts to each leader’s style - asking questions that sharpen their thinking, so leaders stay accountable for the decision
• Navigate skepticism and competing priorities with curiosity and tact, and keep regular touchpoints with leaders to gather feedback and adjust the approach as needed
  
  

Coaching & Developing the ES Team

• Lead, coach, and develop a team of BPs, including development plans, recruiting, hiring, and onboarding, and stay connected with a remote team through regular virtual one-on-ones and periodic in-person visits
• Coach BPs to build leader relationships using the same consultative, trust-based approach, so ES is never seen as pushing programs, policies, or compliance on leaders
• Develop BP’s ability to read communication styles, ask strong questions, frame recommendations in business terms, and deliver difficult messages constructively
• Set shared messaging, performance standards, and quality assurance processes so leaders receive a consistent experience from every BP
• Identify training needs for BPs and discuss solutions with the Director of Employee Support & Compliance and Training and Development
  
  

Strategic Partnership & Workforce Insights

• Serve as the senior and strategic partner to regional leadership, aligning people strategy with business goals and supporting managers’ decisions through data, sound judgment, and a trusted-advisor approach
• Use workforce data (engagement, turnover, hiring, case management, and employee relations trends) to identify root causes, anticipate risk, and recommend targeted actions; maintain scorecards that tie to leaders’ priorities
• Partner with leaders on workforce planning, organizational design, and succession, and represent these groups in enterprise-wide planning with the Director of Employee Support & Compliance
  
  

Employee Relations & Risk Management

• Provide guidance on complex and escalated employee relations matters, ensuring fair, consistent, and compliant application of policies (including for remote and multi-state employees), and identify risk trends and preventive actions
• Coach BPs through the most difficult cases, helping them distinguish when a matter is theirs to resolve, when it needs the Regional BP's involvement, and when it carries enough legal risk to involve Employment Counsel directly
• Partner with the Director of Employee Support & Compliance and Employment Counsel on the region's most complex employee cases
• Identify risk trends and recurring patterns across sites — in documentation quality, policy application, or case outcomes — and address them through BP coaching
  
  

Culture, Engagement & Change Management

• Develop engagement strategies, including approaches that build connection and turn employee feedback into action plans
• Lead change for BP initiatives by involving leaders early so rollouts are shaped with them rather than delivered to them, collaborating with relevant partners, and measuring adoption and impact
  
  

Physical Requirements

• Work is performed while standing and/or walking, up to and including 12 hours/day.
• Requires the ability to communicate effectively using speech, vision, and hearing.
• Requires the regular use of hands for simple grasping and fine manipulations.
• Requires regular bending, squatting, crawling, climbing, and reaching.
• Requires the ability to regularly lift, carry, push, or pull medium weights, up to 75lbs.
  
  

Remote Work Qualifications

• Access to a reliable and secure high-speed internet connection. Cable or fiber internet connections (at least 75mbps download/10mbps upload) are preferred, as satellite connections often cannot support the technologies used to perform day-to-day tasks.
• Access to a home router and modem.
• A dedicated home office space that is noise- and distraction-free. The space should have strong wireless connection or a wired Ethernet connection (wired connection is preferred, if possible).
• A valid, physical address (apartment, suite, etc.). PO Boxes are not supported, as a physical address is required for you to receive your computer equipment.
• The desire and ability to work and communicate with other team members via chat, webcam, etc.
• Legal residents of one of the following states: (AK, AL, AR, AZ, CT, DE, FL, GA, IA, ID, IN, KS, KY, LA, MD, ME, MI, MN, MO, MS, MT, NC, ND, NE, NH, NM, NV, OH, OK, PA, SC, SD, TN, TX, UT, VA, VT, WI, WV, or WY). H-1B Visa Sponsorship Not Available, W2 only.
  
  

Experience

• 5 years of progressive HR experience, including Employee Experience, HR Business Partner, or Employee Relations experience in a Distribution Center Environment
• 5 years of people management experience
• Experience partnering with business leaders in a professional support, technology, or similar remote or distributed environment preferred, including building trust with leaders new to an HR partnership model
  
  

Education

• Bachelor’s degree in Human Resources, Business, or a related field preferred; equivalent experience considered
  
  

We value relevant skills and experience and alignment with our core values above all else.

Desired Traits & Skills

• Strategic thinking and business acumen, connecting people strategy to business and financial results
• Relationship-building and influencing skills, including earning trust and support without relying on authority or mandate
• Strong coaching skills for both business leaders and ES team members, in a supportive, non-directive way
• Consultative skills with the credibility to advise and, when needed, respectfully challenge senior leaders; patience and diplomacy
• Data-driven decision making, including analyzing workforce data and communicating insights clearly
• Working knowledge of employment law and employee relations practices, including remote and multi-state considerations
• Demonstrated experience leading change and managing projects across distributed teams
• High emotional intelligence – strong understanding and application of DiSC; ability to see multiple perspectives and communicate them tactfully
• Passion for and embodiment of Company culture (Passion for Excellence, Entrepreneurial Spirit, Do the Right Thing; must demonstrate all Ideal Team Player characteristics (Hungry, Humble, Smart) consistently)
• Passion for employee development and engagement; servant leadership approach with a desire to exceed expectations
• Ability to work independently and within a team, adapt as the role evolves, and travel periodically
• Proficient in Microsoft Office Suite and virtual collaboration tools (e.g., Teams); experience facilitating training preferred; comfortable presenting to senior leadership
  
  

Company Overview

The foodservice professional’s premier source for restaurant equipment, supplies, and knowledge online. Our purpose is to empower and equip people to run their businesses more profitably and efficiently.

Benefits

• Medical
• Vision
• Dental
• PTO
• Paid Maternity Leave
• Paid Parental Leave
• Life Insurance
• Disability
• Dependent Care FSA
• 401(k) matching
• Employee Assistance Program
• Wellness Incentives
• Company Discounts
• AT&T & Verizon Discount
• Bonus Opportunities
• Accident Insurance
• Critical Illness Insurance
• Adoption Assistance
  
  

Available at HQ Locations Only

• On-Site Fitness Centers
• Dog-friendly Offices