Regional Human Resources Manager

The Regional Human Resources Manager is accountable for Ascent's enterprise people strategy, owning how the company identifies, attracts, recruits, develops, and retains top talent across a multi-site manufacturing organization.This role designs, governs, and continuously improves the systems, standards, and leadership practices that enable Ascent to build a high-performing workforce at scale. This role will raise the consistency, quality, and effectiveness of our people processes across the organization.Core Accountability AreasEnterprise People Strategy OwnershipOwn and continuously evolve Ascent's end-to-end people strategy, including:Talent identification and workforce planningEmployer positioning and talent attractionRecruiting strategy and selection standardsLeadership development and capability buildingRetention, engagement, and succession planningTranslate business and growth priorities into clear talent and workforce strategiesEstablish enterprise standards, success metrics, and accountability for all people-related outcomesEnterprise HR Ownership & DirectionDefine and own Ascent's HR operating model, governance, and decision rightsSet enterprise policies, frameworks, and standards while simplifying where possibleEnsure consistency, rigor, and scalability across all sites as the business growsEliminate fragmentation and redundancy in how HR work is performedLeadership & Organizational ArchitectureServe as the primary people advisor to the CEO and executive leadership teamOwn organizational design, leadership models, and succession planningEvaluate leadership effectiveness and intervene when structure, capability, or behavior limits performanceLead change management efforts tied to growth, restructuring, and performance improvementEmployee Relations Risk & Labor StrategyOwn enterprise employee relations strategy and risk posture across union and non-union environmentsServe as final escalation point for complex, high-risk, or precedent-setting employee mattersSet labor relations strategy, including negotiation posture, bargaining principles, and governancePartner with Legal to manage investigations, disputes, and employment-related riskTalent, Performance & Reward ArchitectureDesign and govern enterprise frameworks for:Performance management and differentiationLeadership and professional developmentSuccession planning and critical role coverageCompensation philosophy and incentive designEnsure reward and development systems reinforce accountability, results, and retention of top performersHR Operating Model & Service Provider OwnershipOwn the HR operating model, including internal structure and external leverageMaintain direct accountability for all non-payroll HR-related service providers, including:Benefits administrationLeave of absence and disability managementRecruiting and search partnersHRIS and people analytics vendorsEmployment counsel and labor advisorsSet service standards, cost discipline, and performance expectations across the HR ecosystemCross-Functional PartnershipBuild strong, collaborative partnerships with Finance, Legal, IT, Operations, and the Payroll teamPartner with Payroll leadership to:Simplify employee lifecycle touchpointsDrive efficiency and experience improvements while preserving clear ownership boundariesManage all aspects of due diligence to support M&A Evolution of Regional HR ExecutionInitially provide leadership, standards, and oversight for regional and site-level HR executionOver time, assume direct accountability for regional HR execution, consolidating responsibility and reducing unnecessary layersEnsure continuity of service while raising expectations for consistency, judgment, and impactQualifications15+ years of progressive HR leadership experience in multi-site, manufacturing or industrial environmentsStrong written and verbal communication skills; strong ability to communicate with all levels of the workforceDemonstrated success owning enterprise talent strategies across the full employee lifecycleProven ability to design systems, govern execution, and absorb responsibility as organizations scaleStrong judgment in employee relations, labor strategy, and executive decision-makingExperience operating in public or highly regulated environments strongly preferredSuccess Looks LikeAscent consistently identifies, attracts, develops, and retains top talentLeaders are accountable for people outcomes, not just resultsHR operates as a unified, disciplined system rather than a collection of local practicesEmployee relations risk is proactively managed and reducedInclude shift scheduleNot IncludedInclude budgeted hoursNot Included

Created: 2026-05-09