Regional Human Resources Manager - Northeast

Clark Associates; Aberdeen (MD); On-site; USD 110,000 - 160,000; Full time

Job summary

Clark Associates in Maryland seeks a Regional HR Manager to partner with regional leaders and guide on-site HR Business Partners. You will shape workforce planning, employee relations, performance management, and organizational development with trust-driven leadership and sound business judgment.

This role travels to stay connected with people and leaders across the region. You will coach and develop the HR team, align people strategy with business goals, and serve as a trusted advisor to

Qualifications

• Proven ability to partner with regional leaders to align people strategy with business goals.
• Experience coaching HR Business Partners and leading teams remotely/in-person.
• Strong knowledge of employee relations, performance management, and organizational development.
• Travel periodically to support sites within the region.
• Align with Clark's culture and leadership values.

Responsibilities

• Build trusted leader relationships by understanding teams, goals, and ownership before recommending solutions; earn credibility via early wins.
• Coach leaders with sound judgment and a consultative, low-pressure approach; tailor style and ask sharp questions to keep accountability.
• Navigate competing priorities with tact; maintain regular touchpoints to gather feedback and adjust approaches.
• Lead and develop a team of BPs, including development plans, recruiting, and onboarding; stay connected with a remote team via regular check-ins.
• Coach BPs to build trust-based relationships without pushing programs or compliance.
• Develop BPs' ability to read styles, ask strong questions, frame recommendations in business terms, and deliver tough messages.
• Set shared messaging, standards, and QA so leaders have a consistent BP experience.
• Identify BP training needs and discuss solutions with Director of Employee Support & Compliance and Training.
• Serve as senior partner to regional leadership; align people strategy with goals using data and trusted advisory.
• Use workforce data to identify root causes, anticipate risk, and advise targeted actions; maintain scorecards aligned with priorities.
• Partner on workforce planning, design, and succession; represent groups in enterprise planning with Director.
• Guide complex employee relations with fair, compliant policy application across locations; identify risk trends.
• Mentor BPs on case handling, when to escalate, and when legal counsel is required.
• Partner with Director and Employment Counsel on complex cases.
• Identify cross-site risk trends and address through BP coaching.
• Develop engagement strategies translating feedback into action plans.
• Lead BP change initiatives with early leadership involvement; measure adoption and impact.

Skills

Relationship Building

Leadership Coaching

HR Strategy

Workforce Planning

Employee Relations

Change Management

Job description

Job Summary

The Regional Human Resources Manager serves as a trusted and strategic partner to regional leaders and a people manager to the on-site HR 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 HR 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