84 Best coaching Jobs in Cádiz (June 2026)

Human Resources Leader (Manager/Sr. Manager)

1 day ago

San Fernando

ph3About Our Client /h3 pRegency Supply is a family-owned, national electrical and lighting distributor headquartered in Chatsworth, CA, with over 40 years of experience supporting contractors and maintenance professionals. Formed through the merger of Regency Lighting and AllSale Electric, Regency Supply offers a full suite of solutions, including lighting replacement (MRO), energy retrofits, construction and architectural lighting, design services through RL Studio, and 24/7 online ordering. /p pWith additional locations in Kennesaw, GA, and across Southern California, Regency Supply combines extensive inventory with expert guidance to ensure contractors and clients receive the products and support they need—quickly and reliably. Founded in 1983 by Mike Goldstone and Ron Regenstreif, the company operates on core values of integrity, service, and expertise, often guided by the faith-based principles of its founders. /p h3About the Role /h3 pThe bHR Leader /b is hands‑on and operational, responsible for executing people programs, ensuring compliance, and supporting managers across the organization. This role operates close to the business, focusing on implementation, administration, and day‑to‑day problem‑solving, while providing informed input to leadership. /p pbUnlike a Director‑level role, this position has limited company‑wide decision authority and does not own enterprise HR strategy. /b /p h3Key Responsibilities /h3 h3HR Team Leadership Organizational Effectiveness /h3 ul liProvide day‑to‑day leadership, direction, and prioritization for the HR team. /li liBuild a high‑performing, service‑oriented HR function through coaching, feedback, and performance management. /li liAssign work, monitor execution, and ensure timely, high‑quality delivery of HR services. /li liSupport capability development and professional growth of HR team members. /li liServe as an escalation point for complex employee relations or compliance issues. /li liModel professionalism, sound judgment, and discretion in all interactions. /li /ul h3HR Execution Program Implementation /h3 ul liExecute people programs in alignment with company strategy and leadership direction. /li liSupport workforce planning, organizational changes, and talent processes through implementation and coordination. /li liEnsure consistency and quality in HR service delivery across the organization. /li /ul h3Employee Relations Compliance /h3 ul liServe as the primary point of contact for employee relations matters, investigations, and performance issues. /li liEnsure compliance with federal and multi‑state employment laws. /li liPartner with external legal counsel on higher‑risk matters and implement recommended actions. /li liMaintain HR policies, employee handbook updates, and required postings. /li /ul h3HR Operations Infrastructure /h3 ul liOversee HRIS, payroll coordination, benefits administration, recruiting processes, and leave management. /li liEnsure smooth onboarding and offboarding processes and accurate personnel records. /li liMaintain audit readiness, documentation standards, and record retention practices. /li liSupport operational needs such as reporting and, when needed, sales bid processes. /li /ul h3Compensation, Benefits Payroll Support /h3 ul liCoordinate benefits administration, including open enrollment and vendor communication. /li liSupport payroll processing and resolve issues as they arise. /li liEnsure ACA compliance and required reporting. /li liProvide data and administrative support but does not design or redesign compensation or benefits programs. /li /ul h3Workers’ Compensation Safety Compliance /h3 ul liAdminister the workers’ compensation program, including claim intake, documentation, and coordination with brokers and carriers. /li liPartner with managers on incident reporting and return‑to‑work processes. /li liMaintain OSHA compliance, including recordkeeping (OSHA logs), training coordination, and policy implementation. /li liEscalate complex claims, litigation, or regulatory issues to leadership and external advisors. /li /ul h3Property Casualty (PC) Insurance Support /h3 ul liAct as the internal coordinator for PC insurance programs, including workers’ compensation, EPLI, and liability coverage. /li liSupport annual renewals by gathering data, completing applications, and working with brokers. /li liImplement coverage updates and communicate requirements internally. /li liMaintain certificates of insurance (COIs) and evidence of coverage. /li /ul h3Leadership Support /h3 ul liAdvise managers on performance management, corrective action, and terminations within established guidelines. /li liTrain supervisors on HR policies, documentation standards, and compliance basics. /li /ul h3Culture Engagement /h3 ul liSupport company values and culture initiatives across the organization. /li liExecute training programs, engagement efforts, and internal communications as directed. /li /ul h3Authority Decision‑Making Parameters /h3 h3Has authority to: /h3 ul liMake routine employee relations decisions within established policies. /li liIssue corrective actions, including terminations, with appropriate leadership approval. /li liInterpret and apply existing HR policies and procedures. /li liExecute programs and processes within defined HR, insurance, and safety frameworks. /li /ul h3Does NOT have authority to: /h3 ul liDesign or redesign compensation, benefits, or incentive structures. /li liCommit the company to new vendors, employment models, or benefit programs. /li liIndependently make decisions on high‑risk terminations, restructures, acquisitions, or WARN‑related actions. /li liNegotiate insurance coverage terms, select carriers, or materially change risk programs without executive approval. /li /ul ul li8–10 years progressive HR experience /li liStrong California employment law knowledge /li liExperience supporting multi‑location and warehouse environments /li liHR certification (PHR/SPHR) preferred /li liHandles confidential information with discretion and restraint /li liAbility to make sound recommendations without perfect information /li liComfort operating in gray areas while managing legal and people risk /li liMaintains composure during conflict, investigations, and executive tension /li liDoes not escalation situations through tone, defensiveness, or over‑processing /li liQuickly earns trust with owners, managers, and frontline employees /li liStrong listener who can de‑escalate employee concerns /li liComfortable implementing decisions they did not personally make /li liKnows when to elevate vs. resolve independently /li liOrganized, detail‑oriented, and process‑driven /li liDemonstrated ability to manage sensitive employee matters with discretion, empathy, and sound judgment /li /ul h3Key Employee Benefits /h3 ul libHealth Wellness: /b Medical, dental, vision, and often Employee Assistance Programs (EAP). /li libFinancial Security: /b 401(k) plans and competitive salaries. /li libPaid Time Off: /b Paid holidays, vacation, sick time, and sometimes birthday time off. /li libWork Environment: /b Hybrid, dynamic work environments. /li libFocus on Culture: /b Emphasizes relationship, integrity, service, and expertise (R.I.S.E. values). /li /ul /p #J-18808-Ljbffr

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