Regional Manager of Human Capital

Job Description

Regional Manager of Human Capital - Midwest Region
 

What’s in it for You

• Competitive Salary: $85,000.00 / year base, plus bonus eligible
• Work Site Location: Remote with 70% travel
• Comprehensive Benefits: Medical, dental, and vision insurance plans, 401(k) with employer matching contributions, paid time off (PTO) policy, paid holidays, disability coverage, and life insurance options.
• Career Growth: Career growth opportunities at GardaWorld

About the Role
As a key strategic leader, the Regional Manager of Human Capital (RMHC) helps drive business growth by aligning people strategies with organizational goals. This role collaborates with the Regional Director of Human Capital to lead all core functions—recruiting, onboarding, employee relations, performance management, compliance, training, succession planning, and safety—for multiple branches within our Midwest region.

The RMHC serves as a trusted advisor to the Regional Director of Human Capital and branch Human Resources and Talent Acquisition staff, champions employee engagement and development, ensures full regulatory compliance, and models GardaWorld’s values through servant leadership and operational excellence.

Responsibilities

• Partner with and take direction from the Regional Director of Human Capital to align strategies with business goals to drive performance, engagement, and retention.
• Partner with leadership to support organizational development and change initiatives.
  • Contribute to the development and delivery of training programs.
  • Support the Implementation and delivery of training programs to support employee development.
  • Coach, train, and develop the branch Human Capital teams (Human Resources, Talent Acquisition, and support staff).
  • Responsible for holding weekly one-on-ones with regional staff, along with structured team meetings that incorporate relevant training to support ongoing development and alignment.
• Assist in the management and oversight of end-to-end HR processes: hiring, onboarding, employee relations, compliance, training, and offboarding.
  • Gather competitive data, stay informed about industry trends, and assess labor market conditions to inform successful hiring practices.
  • Review, distribute, and ensure appropriate resolutions of standard reporting to include performance metrics, data integrity, and HR & TA operations.
  • Monitor workforce metrics (turnover, time-to-fill, NBOT, compliance and legal) and develop strategies to drive improvements.
  • Monitor unemployment claims processing to ensure branch level execution.
  • Maintain accurate employment records and ensure policy adherence across all branches.
  • Coordinate necessary coverage during planned time off for Regional Recruiters.
  • Provide branch support during planned time off for Human Resources Managers or Generalists.
  • Support the consistent application of HR policies across branches.
• Collaborate with the RDHC to implement effective recruitment strategies across all markets within the region.
  • Assist in the monitoring and management of the recruiting budget for region.
  • Facilitate talent pipeline development through proactive sourcing strategies.
  • Work closely with Regional Recruiters to create accurate and compelling position descriptions that align with job requirements.
  • Assist Regional Recruiters in filling hard-to-fill and high-impact positions.
  • Partner with operations managers to share best practices for sourcing and identifying top candidates.
  • Support regular hiring needs by providing timely and high-quality candidate profiles.
  • Participate in constructive discussions to enhance recruitment effectiveness.
  • Monitor and optimize the use of our applicant tracking system and scheduling tools.
  • Create and oversee hiring events as needed, analyzing performance analytics to identify successful practices tailored to unique markets.
• Ensure branches maintain compliance with all federal, state, and local employment laws, including FLSA, FMLA, ADA, HIPAA, OSHA, and EEO and stay abreat of both state and federal changes in employment law. 
• Investigate and resolve employee concerns with professionalism and confidentiality.
• Support branches in driving a positive workplace culture and employee experience.
• Collaborate with corporate functions on policy updates, job descriptions, and strategic initiatives
• Assist with large-scale transitions related to new business ventures.
• Demonstrate professionalism and excellent communication skills when interacting with internal clients, external vendors, peers, staff, and candidates.
• Demonstrate discretion and the ability to properly maintain confidential and sensitive information.
• Contribute to other sourcing, recruitment, marketing, and retention initiatives as assigned.

GardaWorld: Make the World a Safer Place
In the United States, GardaWorld Security remains the only guarding security company Certified by Great Place to Work.  This could be more than a job - 26% of our corporate employees started as frontline workers.

GardaWorld Security is a global champion in sophisticated and tailored security solutions, employer and training highly skilled and dedicated professionals across the globe, offering a wealth of opportunities to individuals looking to gain experience and develop professionally in a growing industry.

It is the policy of GardaWorld Security Services to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, veteran status, or disability in accordance with applicable federal laws. In addition, GardaWorld Security Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment including, but not limited to hiring, placement, assignment, promotion, termination, layoffs, recalls, transfers, leaves of absence, compensation, and training. It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment.