Regional HR Consultant

Regional HR Consultant

Location: Illinois — Regional, Multi-Site Travel Required
Department: Human Resources
Reports To: Chief Human Resources Officer (CHRO)
Employment Type: Full-Time
FLSA Status: Exempt
Travel: Approximately 50–75%, primarily by car; occasional overnight travel

We are seeking an experienced Regional HR Consultant to provide hands‑on human resources support across a group of skilled nursing, long‑term care, and specialized mental health rehabilitation facilities throughout Illinois.

This is a highly visible, field‑based HR role for an HR professional who enjoys working directly with leaders, solving employee relations challenges, strengthening compliance, and helping facility teams build effective HR practices.

The Regional HR Consultant will serve as a trusted HR resource to facility Human Resources Directors, Administrators, and operational leaders. The role will provide guidance on employee relations, performance management, investigations, compliance, onboarding and offboarding, training, and other HR matters.

The assigned portfolio may include both union‑represented and non‑union facilities
, making strong employee relations skills, sound judgment, and the ability to navigate different workplace environments essential.

The Regional HR Consultant reports to the Chief Human Resources Officer and works closely with the Regional Vice President of Operations (VPO) and Regional Director of Operations (RDO) to identify trends, mitigate risk, and address escalated HR matters.

• Provide hands‑on HR support to assigned facilities through regular on‑site visits and remote support.

• Serve as a primary HR resource for facility HR Directors, HR Coordinators/Generalists, Administrators, and other leaders.

• Conduct regular facility visits to assess HR compliance, employee relations, and workplace culture.

• Support consistent and effective onboarding, orientation, and offboarding practices.

• Coach facility leaders on performance management, progressive discipline, documentation, and terminations.

• Conduct or support workplace investigations under the direction of the CHRO.

• Promote consistent application of company policies and HR practices across assigned facilities.

• Maintain accurate and timely employee relations documentation and case files.

• Identify HR trends, risks, and emerging issues and communicate them to regional and corporate leadership.

Non‑Union Facilities

• Help facility leaders foster positive employee relations through open communication, consistent leadership, and timely resolution of workplace concerns.

• Coach supervisors on maintaining a direct working relationship with employees.

• Monitor for early indicators of organizing activity and promptly communicate concerns to the VPO and CHRO.

• Apply NLRA requirements appropriately, including adherence to TIPS (no Threats, Interrogation, Promises, or Surveillance).

• Escalate potential organizing activity or labor‑related concerns rather than responding independently.

Union Facilities

• Support facility‑level administration and interpretation of collective bargaining agreements (CBAs).

• Assist with Step 1 and Step 2 grievance intake, documentation, tracking, and response preparation.

• Escalate Step 3 grievances and arbitration matters to the VPO and CHRO.

• Monitor grievance timelines and contractual deadlines.

• Coach facility leaders on CBA provisions related to seniority, discipline, scheduling, wage scales, and other applicable terms.

• Maintain professional communication with union stewards and business agents.

• Identify and promptly elevate potential contract violations, unfair labor practice (ULP) concerns, or other labor‑related risks.