Find & Apply For Human Resources Manager Jobs in Rutland, Vermont

Regional Director of Human Resources Position Summary The Regional Director of Human Resources provides strategic HR leadership and operational support across multiple locations within an assigned region. This role partners with senior leadership and operational teams to develop and execute HR strategies that support business objectives, employee engagement, talent development, organizational effectiveness, and compliance. The Regional Director serves as a trusted advisor to regional and site leaders while ensuring consistent application of HR policies, programs, and best practices across the organization. Key Responsibilities Strategic HR Leadership Develop and implement regional HR strategies aligned with organizational goals and business priorities. Partner with regional and site leadership to identify workforce needs, organizational challenges, and opportunities for improvement. Provide HR guidance and recommendations to senior leaders on employee relations, talent management, organizational development, and workforce planning. Drive consistency and accountability in the execution of HR policies, programs, and initiatives across assigned locations. Talent Acquisition & Workforce Planning Partner with leaders and recruiting teams to develop effective workforce and staffing strategies. Support recruitment, selection, onboarding, and retention of high-quality talent. Monitor staffing levels, turnover, vacancies, and workforce trends and develop action plans as needed. Build talent pipelines and succession plans for key positions. Employee Relations Provide guidance on complex employee relations matters, including performance management, investigations, disciplinary actions, and workplace concerns. Ensure employee relations practices are fair, consistent, and compliant with applicable laws and company policies. Coach leaders on effective communication, performance management, and conflict resolution. Foster a positive, inclusive, and high-performing workplace culture. Performance & Talent Management Lead regional performance management and talent development initiatives. Partner with leaders to identify high-potential employees and development opportunities. Support succession planning and leadership development programs. Promote employee engagement and retention strategies across the region. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and regulations. Partner with legal and corporate HR teams on complex compliance and risk management matters. Assist in tracking and organization of information as it relates to workers' compensation incidents. Assist in determining qualifiers / tracking and organizing information as it relates to FMLA. Maintain appropriate HR documentation and records. Support audits, investigations, and regulatory inquiries as required. HR Operations & Analytics Monitor and analyze HR metrics, including turnover, retention, staffing, engagement, absenteeism, and employee relations trends. Use HR data to identify opportunities and make recommendations to leadership. Ensure effective administration of HR programs, policies, compensation practices, benefits, and other people-related initiatives. Participate in the development and implementation of regional HR policies and procedures. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required; master's degree preferred. 7+ years of progressive HR experience, including significant HR leadership experience preferred. Experience supporting multiple locations, business units, or a geographically dispersed workforce. Strong knowledge of employment laws and HR best practices. Demonstrated experience with employee relations, talent management, workforce planning, and organizational development. Strong business acumen and ability to translate business needs into effective HR strategies. Excellent communication, coaching, leadership, and interpersonal skills. Strong analytical, problem-solving, and decision-making abilities. Ability to manage multiple priorities and work effectively in a fast-paced environment. HR certifications such as SHRM-SCP or SPHR is preferred. Core Competencies Strategic HR Leadership Business Partnership Employee Relations Talent Management Leadership Development Organizational Development Workforce Planning Employment Law & Compliance Change Management Data & HR Analytics Communication & Influence Coaching & Conflict Resolution Travel This position requires regular travel among assigned regional locations, with the amount dependent on business needs. Success in This Role Success in this position will be demonstrated through strong leadership partnerships, improved employee engagement and retention, effective talent development, consistent HR practices across the region, proactive risk management, and measurable contribution to overall business performance.