Regional Human Resources Manager

The Regional Human Resources Manager (HRM) is a strategic partner to regional business leaders, driving HR initiatives that align with business goals across multiple sites within the region. This role oversees the implementation of HR policies and programs, ensuring compliance and promoting a high-performing, engaged workforce.

The Regional HR Manager will focus on key HR functions, including employee relations, talent management, employee development, retention strategies, and data-driven decision-making. This position requires a strong understanding of both the business and the employees to effectively lead HR operations, influence change, and contribute to the company's success. The HRM reports to the Director of HR Operations with a strong partnership to the local Operational leaders in the business unit.

Partner directly and effectively with the Human Resources team, corporate and business leaders, and other cross-functional teams across the organization to help drive appropriate HR initiatives that are aligned with NFI’s purpose, vision and values

Strategic HR Leadership: Partner with regional leaders to understand business objectives and develop HR strategies that support growth and employee engagement. Drive initiatives related to organizational change, workforce planning, and performance management.

HR Team Leadership: Manage and develop a team of 3-5 HR professionals and ensure their own team’s effectiveness. Coaches managers on performance improvement at a higher level. Oversee talent reviews, support annual performance review processes, and facilitate development plans. Ensures continuous employee development, aligns individual goals with business objectives, and enhances decision-making with performance insights.

People Analytics: Lead the HR team in analyzing and leveraging data to inform strategy, conduct market analysis, and ensure compliance with compensation practices to allow competitiveness and equity in compensation, drives performance, and enhances decision-making through actionable insights.

Employee Relations: Oversees complex or higher level investigations, ensures compliance with LOA policies, and develops/guides the HR team in conflict resolution. Strengthens HR’s capacity to resolve conflicts effectively and ensures legal compliance, reducing potential liabilities. Provides guidance and resolution while promoting a positive work environment.

Employee Retention: Evaluates and refines engagement programs, coaches leaders on employee development, and addresses workforce trends that reduces turnover, improves team morale, and strengthens HR’s strategic influence on business priorities. Use data and employee feedback to design and implement retention strategies, including stay interviews, round tables, and recognition programs.

Talent Acquisition: Partner with leaders and team to attract, develop, and retain top talent. Leads more senior level hiring processes, and participates in interviews.

Talent Management: Manages and ensures delivery of annual talent review process including calibration 9-Box sessions, succession planning. Manages the annual performance review process by relaying and reiterating timeline and processes for locations leaders. Supports annual goal setting process, company leadership training programs and delivery. Share information about Intern/Management Training Programs and upcoming events and ensure participation. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.

Compliance & Policy Implementation: Ensures the region is following HR practices that comply with federal, state, and provincial employment laws and company policies. Leads the roll-out of new HR policies…