Regional HR Manager

Overview

Oversee regional HR ops, ensure compliance, support leaders, manage acquisitions.

Key Responsibilities

• hr onboarding
• compliance audits
• employee relations
• acquisition integration
• policy rollout
• hr metrics

Tasks

-Requires occasional extended hours to address time-sensitive HR issues. -Implement corporate HR initiatives, processes, and programs within the region to ensure consistency and timeliness. -Act as the primary HR resource for leaders within the assigned region, providing guidance on HR processes, policies, and employment matters. -Partner with regional leadership to promote a professional and respectful workplace that reflects Summit’s values. -Partner with the Senior HR Manager and Corporate HR teams to execute integration plans and address regional acquisition needs in real time. -Be available to support acquisition efforts across the subsidiary, including travel outside the assigned region as needed. -Support managers with employee relations, performance management, and workforce planning to promote accountability and operational success. -Encourage professional conduct and support leaders in addressing workplace behaviors that impact team effectiveness. -Work closely with corporate Talent, Payroll, and Benefits teams to ensure seamless HR service delivery. -Ensure appropriate HR resources are available to support acquisition activities, including employee onboarding, orientation, and manager training. -Collaborate with other regional HR leaders to share best practices and drive consistency across locations. -Monitor HR metrics and trends within the region and recommend solutions to address areas of concern. -Oversee the collection and completion of all necessary employee documents and HR-related forms during acquisition transitions. -Directly supervise and develop HR staff within the assigned region, ensuring team alignment with company expectations and objectives. -Ensure compliance with federal, state, and local employment laws and company policies throughout the region. -Lead policy rollouts and provide education to managers and employees on compliance-related topics. -Conduct periodic HR audits and partner with the Senior HR Manager to resolve any identified issues. -Serve as a resource for leaders in handling workplace dynamics and fostering employee engagement and retention. -Lead boots-on-the-ground HR efforts during acquisitions within the assigned region, ensuring effective onsite support and coordination. -Oversee onboarding and employee status changes, working collaboratively with corporate HR functions to ensure accurate processing. -Support initiatives that reinforce a positive employee experience and address concerns before they escalate. -Provide coaching and support to HR team members in handling employee relations and compliance issues effectively.

Requirements

• bachelor’s
• hr certification
• microsoft office
• oracle
• 5+ years
• problem solving

What You Bring

-Demonstrated ability to influence workplace behaviors and support a positive team environment. -Bachelor’s degree in Human Resources, Business Administration, or related field strongly preferred. -Ability to operate a computer and advanced Microsoft Office (Excel, Word, Outlook) experience required. -Ability to balance compliance requirements with practical HR solutions. -Professional HR certification (e.g., SHRM-CP, PHR), preferred. -Must be able to comply with SFS’s Drug and Alcohol policy and Background screening requirements, which may also include customer specific requirements based on contractual agreement. -Occasional travel of 20% to regional branches, with travel increasing up to 35% during active acquisition periods. -Valid driver’s license with acceptable driving record required. -Organizational skills to manage multiple priorities across a geographically dispersed region. -Strong problem-solving skills and the ability to make sound decisions in complex situations. -Must have the ability to effectively read, write and communicate in English with employees and customers. -Proven ability to effectively manage and support remote teams while building strong, collaborative relationships across geographically dispersed locations. -Strong understanding of federal, state, and local employment laws and HR practices. -Excellent interpersonal and communication skills for effectively partnering with leaders and employees. -Experience working in operational, field-based environments is strongly preferred. -Oracle experience, preferred[NF[1] . -Minimum of 5 years of progressive HR experience, including 2+ years in a multi-site or supervisory HR role.

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Benefits

-Life Insurance for Team Members and Dependents -Paid Vacation and Holidays -Vision Insurance -Additional Voluntary Ancillary Benefits such as Accident and Hospital Indemnity -Flexible Spending Accounts -Short-Term Disability – Employer Paid -401(k) Plan with Company Match -Employee Assistance Program -Medical Insurance -Employee Referral Program -Long-Term Disability – Employer Paid -Dental Insurance

About Summit Fire & Security

-Rebranded to Summit Fire & Security in 2018 after joining SFP Holding. -Offers comprehensive services from engineering and installation to 24/7 monitoring across multiple U.S. regions. -Provides services for new-construction alarm and sprinkler systems in commercial buildings, residential safety installations, and ongoing lifecycle maintenance. -Headquartered in Reno with branches spanning Western, Southern, and Eastern U.S., blending local responsiveness with national scale. -Operates as a full-service partner, often absorbing smaller local fire-security firms under a centralized corporate framework. -Trusted for both standard builds and mission-critical sites, offering bespoke clean-agent suppression, warehouse integrations, and advanced intrusion systems.

Sector Specialisms

Security Clearance

-must comply with sfs’s drug and alcohol policy and background screening requirements.