Regional Employee Support Manager - South & West

Clark Associates; Ellabell (GA); Presencial; USD 90 000 - 130 000; Tempo integral

Resumo da oferta

Clark Associates is seeking a Regional HR Manager to partner with regional leaders, manage on-site Business Partners, and align workforce planning with business goals. The role emphasizes trust-based partnership, development of teams, and proactive risk management across multi-state operations.

The position requires strong alignment with Clark's culture and leadership values, with periodic travel to stay connected with leaders and staff.

Responsabilidades

• Build trusted relationships with leaders understanding their teams, goals, pressures and ownership of people decisions.
• Coach leaders using a consultative approach to keep leaders accountable for decisions.
• Develop and coach Business Partners and remotely managed teams through regular meetings and onboarding.
• Use workforce data to identify root causes, anticipate risk, and recommend targeted actions.
• Partner with leaders on workforce planning, organizational design, and succession planning.
• Provide guidance on complex employee relations matters and identify risk trends.
• Lead change initiatives and measure adoption and impact.

Descrição da oferta de emprego

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