Regional Human Resources Director

As the Regional Human Resources Director at Uline, you will be responsible for overseeing HR operations for our 15 distribution centers across the U.S. This includes driving a hands-on recruitment strategy, coaching a team of HR professionals, and collaborating with Distribution leaders to implement HR processes aligned with business goals. Your role will also involve frequent travel to our key hubs in California, Pennsylvania, and Texas.

To qualify for the Regional Human Resources Director position at Uline, candidates should possess a bachelor's degree in human resources, business, or a related field. Moreover, a strong background with 10+ years of HR experience, including at least 5 years in a supervisory role, is essential. Experience in recruitment within a distribution or warehouse setting is preferred, along with a willingness to travel occasionally.

Uline offers a comprehensive benefits package for the Regional Human Resources Director role, including complete health insurance coverage and a 401(k) plan with a 6% employer match starting from day one. Additional perks include multiple bonus programs, generous paid holidays and PTO, and a Tuition Assistance Program to support your ongoing professional development.

At Uline, the culture fosters a family-oriented atmosphere with a focus on teamwork and personal growth. As a Regional Human Resources Director, you'll be part of a dedicated team committed to excellence, supported by numerous employee perks such as an on-site café, fitness center, and beautifully maintained walking trails, making the work environment both productive and enjoyable.

Yes, the Regional Human Resources Director position at Uline does require occasional travel to our distribution centers located in California, Pennsylvania, and Texas. This travel is essential as you will need to engage directly with teams at each location to ensure effective HR management and support.

When it comes to recruitment for a diverse workforce, I prioritize outreach to various communities and leverage diverse job boards. I focus on creating inclusive job descriptions and collaborate with hiring managers to eliminate biases in the selection process, ensuring we attract candidates from different backgrounds who bring unique perspectives to the company.

Absolutely! In my previous role, I led a company-wide employee engagement survey initiative, which resulted in actionable feedback. By analyzing the data, we identified key areas for improvement and introduced targeted programs that increased employee satisfaction by 25% within a single year.

I utilize key performance indicators (KPIs) such as employee turnover rates, recruitment timeframes, and employee engagement scores to gauge the effectiveness of HR programs. Regular feedback from management and employees also helps ensure continuous improvement and alignment with organizational goals.

I believe in leading by example and providing regular feedback. I encourage open communication and create an environment where HR professionals feel safe to discuss challenges. Additionally, I prioritize tailored development plans for personal growth, ensuring they have the resources and support needed to excel.

Maintaining compliance requires staying updated on changing labor laws and regulations. I implement regular training sessions for managers and HR staff to ensure they understand compliance requirements. Additionally, I conduct audits and reviews of HR processes to proactively address any areas of concern.

Talent retention in a distribution environment revolves around creating a positive workplace culture. I focus on employee recognition programs, competitive compensation, and ongoing training opportunities to support career growth. Conducting regular check-ins and feedback sessions also allows us to address concerns before they become issues.

Handling conflicts requires a calm and diplomatic approach. I would first speak to each party involved separately to understand their perspectives. Then, I'd arrange a mediation meeting to facilitate a constructive discussion, aiming for a resolution that considers the team's dynamics and business objectives.

In my previous roles, I’ve implemented performance management systems that facilitate continuous employee feedback, goal setting, and regular performance evaluations. I emphasize a strengths-based approach, focusing on developing employees’ potential while aligning their goals with the organization’s strategic objectives.

Technology plays a crucial role in streamlining HR processes. I leverage HR software for applicant tracking, performance management, and employee engagement surveys, ensuring data-driven decisions. By incorporating technology, we can enhance efficiency, minimize errors, and provide a better experience for both HR staff and employees.

I dedicate time to reading HR publications, joining professional organizations, and attending industry conferences. Networking with other HR professionals also allows me to share insights and learn from peers. Engaging in continuous education through courses and webinars ensures I remain well-informed about the latest HR trends and practices.