Regional Human Resources Manager

Overview

Who are we? We’re partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services and real-world application, we work with progressive leaders to drive change. That’s the power of true partnership. TEKsystems is an Allegis Group company.

Why Us

We believe in cultivating an environment that breeds opportunity and encourages people to be the best version of themselves. Our team members see work as more than just a job—it’s a career built on passion, grit and ambition. From achieving personal success to lifting others up to do the same, we all rise together. We help people achieve their goals—and then some. Our culture is centered around making an impact. We believe in doing what we love and encouraging others to do the same. Whatever direction you’re headed, you’ll find talented, driven and passionate members of the TEKsystems family creating meaningful work.

Job Summary:

The Regional HRM is responsible for partnering with the assigned region(s) and/or lines of business on key Employee Ex initiatives and programs in conjunction with national, regional, and local business strategies. Areas of focus include but are not limited to: change management, organizational development, culture renovation, employee engagement and well-being, I&D, talent management and development, and workforce planning.

(Region of responsibility TBD, as alignment may change in the near future; position can be remote, with the ability to go into a TEK office a few times per week.)

Responsibilities

Essential Functions:

• Consult with leadership on people strategy, HR processes, policies and programs, and their corresponding impact on the business

• Analyze reports from the Executive dashboard, Glint and HR Matters, identify trends, and provide guidance and recommendations related to employee engagement and retention, attrition, workforce planning, and other talent acquisition and talent management activities
• Effectively manage change related to Human Capital programs and HR goals

• Collaborate with other key partners (Employee Experience, Front Office, etc.) to drive company initiatives
• Actively participate in relevant meetings held by local and regional leadership to understand key business drivers, regional/office performance, assess needs and identify issues proactively
• Recommend innovative solutions to operate in an efficient and cost-effective manner
• Identify opportunities and drive process improvement, both for the business and the HR team
• Partner with hiring manager, talent acquisition team and I&D to identify needs, assess internal and external applicants, and select the best qualified candidate
• Engage with leadership in talent review, promotion and transfer decisions, and succession planning; coach managers to develop their leadership skills and develop bench strength in the business unit

• Counsel and/or coach Regional Leaders in accordance with company policies and legal practices on employment law matters involving:  hiring, transfers, promotions, internal and external training, conflict resolution, progressive discipline, terminations and other facets of the employee life cycle
• Recommend and assist in the development and implementation of new policies and procedures to increase departmental and organizational efficiency
• Periodically visit staffing/sales offices to build relationships with managers and employees

• Assess needs, create and facilitate necessary soft skills, professional development or compliance trainings for internal employees and managers

• Under direction of the Senior HR Manager and Associate General Counsel, responds to EEOC charges and may participate in mediation sessions
• Maintain compliance with federal and state regulations in all facets of employment
• Perform other related duties as required and assigned

Qualifications

Minimum Education/Abilities/Skills:

• Bachelor’s Degree in Business or related field preferred; combination of high school diploma/GED and equivalent HR experience in lieu of a degree, at a minimum.

• Must have demonstrated HR subject matter expertise, including the areas of state and federal employment law and compliance, and a minimum of three years of progressively responsible experience in HR.

• Must have a proactive, consultative approach with the ability to understand and respond appropriately and timely to the needs of key partners within the business
• Excellent interpersonal skills and high EQ with the ability to work independently and collaboratively; ability to build rapport and work with others within the department, company, and cross-OpCo; must be able to interact effectively with the leadership team
• Must be resourceful and solution-oriented, as well as an objective, fact-based decision maker with strong analytical and problem-solving skills
• Is agile and able to navigate through a highly matrixed work environment to achieve optimal business outcomes.
• Strong business acumen with the ability to make recommendations for business process or system changes to meet customer requirements
• Is detail-oriented and has solid organizational and prioritization skills, with the ability to handle multiple tasks with different timelines and end-users, as well as a proven ability to meet deadlines
• Excellent verbal and written communication skills, and comfortable speaking in front of a group
• Strong conflict resolution skills; knows when to escalate a situation

• Ability to facilitate meetings adeptly
• Must be able to operate with autonomy and discretion
• Proficiency with Microsoft Office Suite (Word, Excel, Outlook, PowerPoint, One Note and Teams) is necessary

Special Requirements:

• Anywhere from 10 to 15% travel is necessary