Prosegur Security USA, Inc
The Regional HR Manager (RHRM) serves as the senior HR leader within the South 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 Human Resources, 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 South Central 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 (EEOC, ADA, FMLA, Title VII, NLRB, etc.).
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.
Data, Reporting & Analytics
Monitor and report on key HR metrics, including attrition, turnover, overtime, zero hours, and disciplinary activity.
Deliver monthly HR dashboard reports and insig
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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 South Central 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 (EEOC, ADA, FMLA, Title VII, NLRB, etc.).
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.
Data, Reporting & Analytics
Monitor and report on key HR metrics, including attrition, turnover, overtime, zero hours, and disciplinary activity.
Deliver monthly HR dashboard reports and insig
#J-18808-Ljbffr