Regional Human Resources Manager

NFI; Southaven (MS); On-site; USD 95,000 - 130,000; Full time

Job summary

NFI is seeking a Regional Human Resources Manager to serve as a strategic partner to regional business leaders across multiple sites. The role drives HR initiatives, policy implementation, and data‑driven decisions to build a high‑performing, engaged workforce.

The HRM reports to the Director of HR Operations and partners with local operational leaders to align HR programs with business needs and drive organizational change.

Qualifications

• Experience leading HR initiatives across multiple sites.
• Strong understanding of employment laws and compliance.
• Proven ability to use data to drive decisions and improve processes.
• Capability to coach and develop HR professionals and leaders.

Responsibilities

• Partner with regional leaders to drive HR initiatives aligned with business goals.
• Lead HR team of 3-5 professionals and coach managers on performance.
• Oversee talent reviews, succession planning and performance processes.
• Lead data-driven decision making and compensation practices compliance.

Skills

People leadership

Employee relations

Talent management

Data analytics

Change management

Job description

Overview

The Regional Human Resources Manager (HRM) is a strategic partner to regional business leaders, driving HR initiatives that align with business goals across multiple sites within the region. This role oversees the implementation of HR policies and programs, ensuring compliance and promoting a high-performing, engaged workforce. The Regional HR Manager will focus on key HR functions, including employee relations, talent management, employee development, retention strategies, and data-driven decision-making. This position requires a strong understanding of both the business and the employees to effectively lead HR operations, influence change, and contribute to the company's success. The HRM reports to the Director of HR Operations with a strong partnership to the local Operational leaders in the business unit.

Responsibilities

Partner directly and effectively with the Human Resources team, corporate and business leaders, and other cross-functional teams across the organization to help drive appropriate HR initiatives that are aligned with NFI’s purpose, vision and values.

Strategic HR Leadership:

Partner with regional leaders to understand business objectives and develop HR strategies that support growth and employee engagement. Drive initiatives related to organizational change, workforce planning, and performance management.

HR Team Leadership:

Manage and develop a team of 3-5 HR professionals and ensure their own team’s effectiveness. Coaches managers on performance improvement at a higher level. Oversee talent reviews, support annual performance review processes, and facilitate development plans. Ensures continuous employee development, aligns individual goals with business objectives, and enhances decision-making with performance insights.

People Analytics:

Lead the HR team in analyzing and leveraging data to inform strategy, conduct market analysis, and ensure compliance with compensation practices to allow competitiveness and equity in compensation, drives performance, and enhances decision-making through actionable insights.

Employee Relations:

Oversees complex or higher level investigations, ensures compliance with LOA policies, and develops/guides the HR team in conflict resolution. Strengthens HR’s capacity to resolve conflicts effectively and ensures legal compliance, reducing potential liabilities. Provides guidance and resolution while promoting a positive work environment.

Employee Retention:

Evaluates and refines engagement programs, coaches leaders on employee development, and addresses workforce trends that reduces turnover, improves team morale, and strengthens HR’s strategic influence on business priorities. Use data and employee feedback to design and implement retention strategies, including stay interviews, roundtables, and recognition programs.

Talent Acquisition:

Partner with leaders and team to attract, develop, and retain top talent. Leads more senior level hiring processes, and participates in interviews.

Talent Management:

Manages and ensures delivery of annual talent review process including calibration 9-Box sessions, succession planning. Manages the annual performance review process by relaying and reiterating timeline and processes for locations leaders. Supports annual goal setting process, company leadership training programs and delivery. Share information about Intern/Management Training Programs and upcoming events and ensure participation. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.

Compliance & Policy Implementation:

Ensures the region is following HR practices that comply with federal, state, and provincial employment laws and company policies. Leads the roll‑out of new HR policies and regulations, providing training and support to managers and employees.

Change Management:

Act as a change agent, guiding teams through reorganizations, leadership changes, and other business transitions. Communicate effectively to ensure employees understand the impact and benefits of changes within the region. Ensures consistency in messaging and execution, fostering a unified approach to organizational change and minimizing disruption.

Benefits & Compensation:

Collaborate with corporate HR on compensation strategies, wage recommendations, and benefits programs to ensure regional competitiveness. Support benefits education and annual open enrollment processes.

Diversity & Inclusion:

Promote company-wide diversity and inclusion initiatives within the region, working with employee resource groups and fostering a culture of inclusion. Engage with employee resource groups to manage inclusion initiatives and increase awareness across the business.

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