Regional Human Resources Manager

Prosegur; Chicago (IL); On-site; USD 90,000 - 120,000; Full time

Job summary

Prosegur is seeking a Regional Human Resources Manager to lead the HR function for the North Central Region, overseeing HR programs, employee relations, labor relations, and compliance across multiple states and business units. This role reports to the Senior Vice President and works closely with Corporate HR to drive alignment with business goals.

The Regional HR Manager will supervise HR Business Partners, drive workforce strategy, and ensure consistent execution of HR initiatives while

Qualifications

• Bachelor's degree in HR, Business, or related field.
• HR certifications (e.g., SHRM-SCP, SPHR) preferred.
• 7+ years of HR leadership experience.

Responsibilities

• Lead and develop the HR Business Partner team to ensure compliant, high-quality HR service.
• Partner with SVP and regional Operations leadership to align HR initiatives with business strategy.
• Oversee employee relations investigations, disciplinaries, and grievance handling with due process.
• Collaborate with Legal on high-risk cases and interpretation of policies.
• Manage labor relations, including arbitration prep and handling union agreements.
• Drive recruitment oversight, workforce planning, and regional compliance audits.
• Monitor ER trends and implement corrective actions and training.

Job description

Regional Human Resources Manager The Regional HR Manager (RHRM) serves as the senior HR leader within the North Central Region, responsible for overseeing all human resources functions across multiple states and business units. Reporting directly to the Senior Vice President with a dotted line to the Director of Employee and Labor Relations, this role provides both strategic partnership and hands-on HR leadership. The RHRM manages the day-to-day performance of the region’s HR Business Partners, ensuring consistent implementation of HR programs, while personally leading all employee relations, labor relations, compliance, and workforce strategy functions. The role is pivotal in driving HR alignment with business objectives, ensuring legal compliance, and fostering a culture of accountability and engagement across the region.

Key Responsibilities

Leadership & Regional Oversight

• Lead and develop the HR Business Partner team to ensure consistent, compliant, and high-quality HR service delivery.
• Partner directly with the SVP, regional Operations leadership, and Corporate HR to align HR initiatives with business strategy.
• Facilitate regular HR alignment meetings, performance reviews, and regional compliance audits to ensure process consistency and quality standards.
• Serve as the conduit between the field and Corporate HR for policy interpretation, workforce planning, and escalation management.
• Promote a high-performance, accountable HR culture focused on service delivery and employee engagement. Employee & Labor Relations
• Serve as the primary point of contact for all employee relations matters within the region, including investigations, corrective actions, and disciplinary decisions.
• Conduct thorough, impartial investigations into allegations of misconduct, harassment, discrimination, retaliation, and policy violations, ensuring adherence to company standards and the preponderance of evidence principle.
• Draft and issue investigation summaries, closure memos, and disciplinary recommendations; obtain HR Director approval prior to closure and employee notification.
• Provide guidance and coaching to Operations leadership on documentation, performance management, and compliance with HR policies.
• Collaborate with the HR Director and Legal team on high-risk or sensitive cases.
• Partner with Labor Relations on grievance administration, arbitration preparation, and interpretation of collective bargaining agreements.
• Maintain proactive relationships with union representatives and ensure consistent application of collective bargaining agreements.
• Track and analyze ER trends to identify risk areas and recommend corrective action or training. Recruitment & Workforce Planning
• Oversee regional recruitment and workforce planning to ensure timely and compliant hiring in support of business needs.
• Partner with Operations leadership to forecast workforce requirements, maintain appropriate staffing levels, and ensure operational readiness.
• Ensure all new hire processes meet legal and policy standards including right-to-work verification (I-9/E-Verify), licensing, and background compliance.
• Review turnover, vacancy, and time-to-fill metrics to identify trends and develop retention and staffing strategies.
• Support onboarding and workforce transitions to ensure seamless integration of new hires and transfers.
• Champion retention and engagement initiatives that strengthen workforce stability and reduce attrition. Compliance & Policy Administration
• Ensure full compliance with federal, state, and local employment laws, including EEO, ADA, FMLA, FLSA, WARN, and SCA.
• Conduct periodic audits of personnel files, licensing, and training records to maintain compliance and data integrity.
• Partner with Legal and HR Director on agency claims, internal investigations, and audits (EEOC, DOL, NLRB, etc.).
• Implement and enforce HR policies consistently across all business units in the region.
• Serve as the regional compliance point of contact for internal audits and escalations. Performance Management & Development
• Support Operations leaders and HRBPs in executing progressive discipline, coaching, and performance improvement plans.
• Identify training and development opportunities for HRBPs and field leaders related to employee relations, compliance, and documentation.
• Partner with the HR Director on leadership development, succession planning, and capability-building initiatives.
• Lead HR training sessions regionally to reinforce consistency, documentation standards, and compliance best practices.