Regional Support Manager - Clark Core, TRS, Web Remote

The Regional ES Manager serves as a trusted and strategic partner to regional leaders and a people manager to the on‑site ES Business Partners (ESBP) within their assigned region, bringing organizational knowledge and sound judgment that sharpens a leader’s decision‑making. This role connects enterprise‑wide and regional business priorities with sound workforce planning, employee relations, performance management, and organizational development, always starting from trust rather than control in how that partnership operates.

The Regional ES Manager develops and coaches the Business Partners they manage, building their capability to bring that same perspective at the site level — helping them know when to ask a sharper question, when to flag risk, and when a decision is the leader's to make.

This leader must demonstrate strong alignment with Clark's culture and leadership values, bring sound business judgment earned through experience and trust‑building, and travel periodically to stay connected to the people and leaders they support.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Build trusted relationships with leaders by understanding their teams, goals, pressures and ownership of people decisions before recommending solutions; earn credibility through practical early wins and consistent follow‑through
• Coach leaders using sound judgment and influence rather than mandate, using a low‑pressure, consultative approach that adapts to each leader’s style - asking questions that sharpen their thinking, so leaders stay accountable for the decision
• Navigate skepticism and competing priorities with curiosity and tact, and keep regular touchpoints with leaders to gather feedback and adjust the approach as needed

• Lead, coach, and develop a team of BPs, including development plans, recruiting, hiring, and onboarding, and stay connected with a remote team through regular virtual one‑on‑ones and periodic in‑person visits
• Coach BPs to build leader relationships using the same consultative, trust‑based approach, so ES is never seen as pushing programs, policies, or compliance on leaders
• Develop BP’s ability to read communication styles, ask strong questions, frame recommendations in business terms, and deliver difficult messages constructively
• Set shared messaging, performance standards, and quality assurance processes so leaders receive a consistent experience from every BP
• Identify training needs for BPs and discuss solutions with the Director of Employee Support & Compliance and Training and Development

• Serve as the senior and strategic partner to regional leadership, aligning people strategy with business goals and supporting managers’ decisions through data, sound judgment, and a trusted‑advisor approach
• Use workforce data (engagement, turnover, hiring, case management, and employee relations trends) to identify root causes, anticipate risk, and recommend targeted actions; maintain scorecards that tie to leaders’ priorities
• Partner with leaders on workforce planning, organizational design, and succession, and represent these groups in enterprise‑wide planning with the Director of Employee Support & Compliance

• Provide guidance on complex and escalated employee relations matters, ensuring fair, consistent, and compliant application of policies (including for…