Regional Human Resources Manager | Ohio

Cardinal Senior Living; Westerville (OH); On-site; USD 65,000 - 85,000; Full time

Job summary

Cardinal Senior Living is seeking a Regional Human Resources Manager to support Ohio communities with a strong focus on employee relations, compliance, leave management, workers’ compensation, investigations, and leadership guidance.

You will serve as the strategic HR lead to community leaders, helping them make better people decisions and execute with clear direction while balancing risk and business needs.

Qualifications

• Bachelor's degree in HR, Business, Organizational Leadership, or related field
• Strong employee-relations experience
• Working knowledge of FMLA, ADA & accommodations, workers’ compensation, performance management, investigations, terminations, and employment law
• Strong documentation and case-management discipline
• Ability to coach and influence operational leaders
• Willingness and ability to travel across Ohio

Responsibilities

• Provide regional HR leadership across Ohio communities
• Oversee employee relations and workplace investigations
• Manage FMLA administration and complex leave situations
• Offer ADA guidance and return-to-work support
• Coordinates workers’ compensation case management and return-to-work
• Ensure compliance with federal/state employment laws
• Interpret policies and apply them consistently
• Lead coaching of leaders and escalate risks as needed
• Maintain documentation and case-management records
• Support high-risk employment decisions and terminations

Skills

Employee relations

Investigations

Compliance

FMLA

ADA accommodations

Workers' comp

Leadership coaching

Documentation

Case management

Termination reviews

Employment law

Travel required

Education

Bachelor's degree in HR / business / organizational leadership

Job description

Field-Based | Must Live In Ohio$65,000 to $85,000

Be the person leaders call when the people issue gets complicated.

Cardinal Senior Living is looking for a Regional Human Resources Manager to support our Ohio communities with a heavy focus on employee relations, compliance, leave management, workers’ compensation, investigations, and leadership guidance.

We are looking for someone who knows how to step into difficult employee situations, understand the legal and operational risk, give leaders clear direction, and make sure the right action actually gets executed.

You will serve as the strategic HR lead to the community leaders who handle day-to-day execution.

You'll probably love this role if you like to:

• Work through complex employee-relations issues
• Coach leaders through difficult conversations and decisions
• Conduct investigations and get to the facts quickly
• Navigate FMLA, ADA, accommodations, and return-to-work situations
• Manage workers’ compensation issues with discipline and follow-through
• Help leaders handle performance and conduct issues appropriately
• Translate employment law into practical operating guidance
• Balance employee advocacy with business judgment
• Identify risk early and prevent small problems from becoming large ones
• Give operators clear guardrails and then let them operate

What You’ll Own

You’ll provide regional HR leadership across multiple Ohio communities, with primary responsibility for:

• Employee relations
• Workplace investigations
• Corrective action and performance management
• Termination review and high-risk employment decisions
• FMLA administration and complex leave situations
• ADA and accommodation guidance
• Workers’ compensation case management and return-to-work coordination
• Employment law and regulatory compliance
• Policy interpretation and consistent application
• Documentation and case management
• Leadership coaching
• Escalation of material employee, legal, or compliance risk

You’ll work closely with Executive Directors and regional operations leadership to help them make better decisions and execute consistently.

The Role in Practice

Community leaders own the day-to-day people work.

Your job is to make sure they know what to do, why they are doing it, what risk exists, and where the boundaries are.

You may be helping one Executive Director navigate an exhausted FMLA situation, coaching another through a serious performance issue, reviewing a workers’ compensation case, and conducting an investigation at another community.

You need to be able to prioritize quickly, communicate clearly, and know when something is routine versus when it creates meaningful organizational risk.

What We’re Looking For

Required:

• Bachelor’s degree in Human Resources, Business, Organizational Leadership, or a related field
• Strong employee-relations experience
• Demonstrated working knowledge of:
  • FMLA
  • ADA and accommodations
  • Workers’ compensation
  • Performance management
  • Workplace investigations
  • Terminations and corrective action
  • Federal and state employment law
• Strong documentation and case-management discipline
• Ability to coach and influence operational leaders
• Strong judgment and comfort making recommendations in ambiguous situations
• Ability and willingness to travel throughout the Ohio region

Strongly Preferred:

• SHRM-CP, PHR, SHRM-SCP, or SPHR
• Multi-site or regional HR experience
• Senior living, healthcare, hospitality, manufacturing, retail, or another decentralized operating environment
• Experience supporting front-line leaders in high-volume employee populations

Compensation

$65,000 to $85,000 annually, based on experience, credentials, and demonstrated capability.

We are not looking for someone who has collected titles.

We are looking for someone who has seen hard employee issues, understands the law, exercises good judgment, and can lead others through execution.

Why Cardinal?

At Cardinal Senior Living, we believe HR should help operators operate.

Our job is not to create unnecessary friction. It is to give leaders the judgment, structure, compliance guidance, and guardrails they need to lead effectively.

This role will have a direct impact on how employee issues are handled across the region and how confidently our community leaders can make people decisions.

If your strength is employee relations, investigations, compliance, FMLA, workers’ compensation, and helping leaders navigate difficult situations, we want to talk.

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