Regional Director of Human Resources

Title: Regional Director of Human Resources Reports to: Corporate Director of Human Resources Supervisory Responsibility: Functional oversight of facility Human Resources personnel Location: Regional / Multi-Facility Travel Requirements: Regular travel to assigned facilities Effective Date: 11.02.2026 Review Date: NA POSITION SUMMARY The Regional Director of Human Resources is responsible for providing operational oversight, guidance, and support to Human Resources personnel across assigned skilled nursing facilities and other healthcare operations within Legacy Healthcare Management.

This part-time leadership position focuses on ensuring consistent implementation of corporate HR policies, compliance with applicable federal and state employment regulations, effective employee relations practices, and accountability at the facility level. A primary responsibility of this position is conducting regular, scheduled visits to assigned facilities to evaluate HR operations, identify compliance deficiencies, provide guidance and education, and ensure timely implementation of corrective actions.

The Regional Director of Human Resources serves as a liaison between Corporate Human Resources, facility Administrators, and facility HR personnel to promote consistent practices, strengthen operational performance, and support employee recruitment, retention, and engagement. The position requires a proactive, hands-on approach to facility oversight, with an emphasis on identifying and resolving issues before they result in regulatory deficiencies, employee grievances, or organizational risk.

CORE RESPONSIBILITIES

1. Regional HR Oversight and Facility Visits Conduct regular, scheduled on-site visits to assigned facilities to assess HR operations, regulatory compliance, and adherence to corporate policies. Establish a facility visitation schedule in coordination with Corporate Human Resources and operational leadership. Meet with facility Administrators and HR personnel during each visit to review staffing concerns, employee relations issues, recruitment efforts, and outstanding compliance matters. Evaluate the effectiveness and performance of facility HR departments and identify opportunities for improvement. Provide direct guidance, coaching, and support to facility HR personnel regarding daily HR responsibilities and operational challenges. Ensure facility HR departments consistently implement corporate policies, procedures, and established standards. Identify deficiencies, establish corrective action plans, assign accountability, and monitor progress through resolution. Maintain documentation of facility visits, findings, recommendations, and corrective actions. Provide written reports to Corporate Human Resources summarizing findings, outstanding concerns, and recommended actions.
2. Regulatory Compliance and HR Auditing Monitor facility compliance with applicable federal and Michigan employment laws, regulations, and corporate HR policies. Conduct periodic audits of personnel files, employment documentation, background checks, professional licenses, certifications, and other required records. Review compliance with applicable wage and hour requirements, employee classification, overtime practices, and timekeeping procedures. Monitor compliance with applicable requirements involving the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), Occupational Safety and Health Administration (OSHA), and other regulatory agencies. Ensure facility HR personnel maintain accurate, complete, and current employee records. Review facility processes for employee onboarding, orientation, performance evaluations, disciplinary actions, and terminations. Assist with the development and implementation of Plans of Correction related to HR deficiencies or regulatory citations. Monitor corrective actions to ensure deficiencies are resolved and sustained compliance is achieved. Identify recurring compliance concerns across facilities and recommend standardized solutions. Support regulatory surveys, investigations, audits, and requests for employment-related documentation.
3. Facility HR Staff Oversight and Development Provide functional oversight, direction, and support to facility HR personnel. Evaluate facility HR staff performance, competency, and adherence to corporate expectations. Identify training needs and coordinate education to strengthen HR knowledge and operational effectiveness. Provide guidance regarding employee documentation, recruitment, onboarding, benefits administration, and employee relations. Promote accountability among facility HR personnel for completing assigned responsibilities accurately and within established deadlines. Assist Corporate Human Resources and facility Administrators with addressing performance concerns involving HR personnel. Facilitate communication between facility HR departments and Corporate Human Resources. Ensure facility HR personnel understand and consistently follow established reporting procedures and escalation protocols.
4. Employee Relations and Investigations Serve as a regional resource for facility leadership regarding employee relations concerns, workplace complaints, and personnel matters. Assist with investigating employee complaints, allegations of misconduct, harassment, discrimination, retaliation, and workplace conflicts. Ensure investigations are conducted promptly, objectively, confidentially to the extent practicable, and in accordance with corporate procedures. Review and provide guidance regarding progressive discipline, performance improvement plans, and employee terminations. Monitor facility practices to ensure consistent and equitable application of employment policies. Assist facility leadership in identifying and addressing workplace issues that may affect employee morale, retention, or organizational risk. Escalate significant employee relations concerns, potential legal exposure, and high-risk personnel matters to Corporate Human Resources. Promote a professional, respectful, and accountable workplace culture.
5. Recruitment, Onboarding, and Employee Retention Monitor recruitment activities and staffing challenges across assigned facilities. Review facility hiring practices to ensure consistency with corporate recruitment and selection standards. Evaluate recruitment effectiveness, open positions, employee turnover, and retention trends. Work with facility Administrators and HR personnel to develop strategies addressing recruitment and retention challenges. Ensure timely completion of pre-employment screening, background checks, credential verification, and onboarding requirements. Monitor new employee orientation processes to ensure consistency and completion of required documentation. Identify opportunities to improve employee engagement, workplace culture, and retention. Provide recommendations to Corporate Human Resources regarding regional staffing trends and recruitment initiatives.
6. Payroll, Benefits, and Employment Records Oversight Periodically review facility timekeeping and payroll practices to identify errors, inconsistencies, and potential compliance concerns. Monitor HR-related payroll processes to ensure adherence to corporate policies and applicable wage and hour requirements. Assist facility HR personnel with resolving payroll and employee documentation issues in coordination with Corporate Payroll. Review employee leave administration practices, including applicable FMLA, ADA accommodation, and workers' compensation processes. Monitor timely reporting and documentation of workplace injuries and employee incidents. Ensure facility HR personnel maintain required employment records and documentation. Provide guidance regarding employee benefits administration and coordinate complex issues with Corporate Human Resources.
7. Policy Implementation and Standardization Ensure facility HR departments implement and maintain current corporate HR policies, procedures, forms, and documentation. Monitor compliance with established HR standards across assigned facilities. Identify inconsistencies in facility HR practices and recommend corrective measures. Assist with communicating new or revised HR policies to facility leadership and HR personnel. Provide training and guidance to ensure policies are understood and implemented correctly. Verify that facility HR personnel maintain access to current policies and required documentation. Provide feedback to Corporate Human Resources regarding operational challenges, policy gaps, and opportunities for improvement.
8. Reporting, Accountability, and Performance Monitoring Develop and maintain a standardized facility HR review process. Submit regular written reports to Corporate Human Resources detailing facility visits, compliance findings, corrective actions, and outstanding concerns. Track recurring HR deficiencies and monitor progress toward resolution. Monitor key HR performance indicators, including employee turnover, recruitment activity, onboarding compliance, personnel file completion, and outstanding corrective actions. Establish follow-up timelines and verify that assigned corrective actions have been completed. Identify regional trends and provide recommendations to improve HR performance and reduce organizational risk. Communicate significant compliance concerns and unresolved deficiencies promptly to Corporate Human Resources and appropriate operational leadership. PART-TIME SCHEDULE AND FACILITY VISIT EXPECTATIONS This position is structured as a part-time regional leadership role with an emphasis on on-site facility oversight, compliance monitoring, and operational support. The Regional Director of Human Resources will be expected to: Maintain a flexible part-time schedule based on organizational needs and assigned facility responsibilities. Conduct routine, scheduled visits to each assigned facility according to an established visitation schedule. Prioritize facility visits based on compliance risks, operational concerns, staffing challenges, and leadership needs. Allocate sufficient time during visits to meet with facility Administrators and HR personnel, review records, evaluate practices, and provide guidance. Complete written facility visit reports documenting findings, recommendations, and required corrective actions. Conduct follow-up visits or virtual meetings as necessary to verify resolution of identified concerns. Remain reasonably available during scheduled working hours to address urgent HR matters requiring regional support. Attend scheduled corporate leadership meetings, HR meetings, and operational reviews as required. The number of assigned facilities, expected weekly hours, and frequency of on-site visits will be established by Corporate leadership.

MINIMUM QUALIFICATIONS

Education

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field preferred. Professional HR certification, including PHR, SPHR, SHRM-CP, or SHRM-SCP, preferred. Experience Minimum five years of progressively responsible Human Resources experience, including leadership or supervisory responsibilities.

Experience overseeing HR operations across multiple facilities or business locations preferred. Human Resources experience in skilled nursing facilities, long-term care, or other healthcare settings strongly preferred. Demonstrated knowledge of federal and Michigan employment laws and regulatory requirements. Experience conducting HR audits, workplace investigations, and employee relations reviews.

Experience with ADP Workforce Now or comparable HRIS and payroll systems preferred. Familiarity with healthcare-specific HR compliance requirements, including employee credentialing, background screening, and Payroll-Based Journal (PBJ) reporting preferred. REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES Strong understanding of Human Resources operations, employment law, and regulatory compliance.

Ability to independently evaluate facility HR practices and identify operational and compliance deficiencies. Strong organizational, analytical, and problem-solving skills. Ability to manage multiple facility priorities while maintaining a part-time schedule. Effective written and verbal communication skills. Ability to establish professional working relationships with facility Administrators, department heads, and HR personnel.

Sound judgment when handling confidential, sensitive, and complex employee matters. Ability to conduct objective workplace investigations and recommend appropriate corrective actions. Strong attention to detail and documentation accuracy. Ability to provide constructive feedback, coaching, and performance guidance. Proficiency with Microsoft Office, HR information systems, and electronic documentation.

Ability and willingness to travel regularly to assigned facilities. PERFORMANCE EXPECTATIONS Performance will be evaluated based on the Regional Director's ability to: Complete scheduled facility visits and submit timely, accurate reports. Identify HR compliance deficiencies and ensure corrective actions are implemented.

Improve consistency in HR policies and practices across assigned facilities. Strengthen the competency, accountability, and performance of facility HR personnel. Reduce recurring HR deficiencies and improve regulatory readiness. Support timely and effective resolution of employee relations matters. Improve personnel record accuracy, onboarding compliance, and required documentation.

Maintain effective communication and collaboration between Corporate Human Resources and facility leadership. POSITION AUTHORITY AND ACCOUNTABILITY The Regional Director of Human Resources operates under the direction of the Corporate Director of Human Resources and provides functional oversight of assigned facility HR departments.

The position is authorized to review HR practices, conduct audits, identify deficiencies, recommend corrective actions, and provide operational guidance to facility HR personnel. Facility Administrators retain responsibility for the day-to-day operations of their respective facilities, including implementation of corporate HR policies and compliance with established standards.

The Regional Director is responsible for monitoring implementation, identifying deficiencies, communicating concerns, and escalating unresolved issues to Corporate Human Resources and operational leadership. Employment decisions requiring corporate approval, including certain disciplinary actions, terminations, and changes to compensation or staffing structures, must follow established corporate authorization procedures.

OTHER DUTIES Performs additional Human Resources-related responsibilities as assigned by Corporate leadership, consistent with the part-time nature and scope of the position.