Regional HR Director – Central U.S. (Field Operations) Vaco/Highspring has been engaged by a Nationally Recognized Industry Leader to identify a Regional HR leader supporting a large, multi-state field operation. The role aligns directly with the company’s national HR and Talent strategy, partnering closely with both corporate leadership and on-site operations teams. The Regional HR Director – Central U.S. will lead people operations and workforce strategy across multiple states, working closely with corporate HR leadership and field operations to strengthen engagement, retention, compliance, and labor relations in a dynamic, high-volume environment. Compensation Base Salary: $150,000 – $165,000 per year (commensurate with experience) Annual Incentive: 40% discretionary bonus opportunity Note: Bonus eligibility is tied to calendar year performance. Because the 2025 bonus cycle has already closed, the first bonus eligibility will be for 2026 performance, payable in 2027. Company Vehicle Provided (includes Insurance & Gas) Key Role Requirements Location & Travel: This is a 100% Onsite role based in Dallas, TX, with approximately 50% Travel across the Central Region (Texas, Michigan, Illinois, Indiana, Oklahoma, Colorado, Nebraska, Missouri, and Iowa). Candidates must currently reside in the Dallas Metro Area. Self-Starter: Must be proactive, highly motivated, and comfortable operating with autonomy in a complex, fast-paced environment. Primary Responsibilities Lead and mentor a team of seven HR Business Partners supporting field operations across multiple states. Build strong, trust-based relationships with frontline teams and executive leadership, ensuring alignment of people’s initiatives with business outcomes. Partner with senior leaders as a strategic advisor to drive workforce planning, retention, and engagement strategies across the region. Oversee all core HR functions including employee relations, talent acquisition, compensation, payroll, compliance, and workforce development. Manage union negotiations and labor relations, balancing business objectives with workforce needs. Champion a culture of continuous improvement, employee satisfaction, and operational excellence. Collaborate across HR and Operations to ensure consistent, high-quality people practices. Provide counsel on complex employment matters, risk management, and HR policy interpretation. Qualifications Bachelor’s Degree is a Requirement 8+ years of HR leadership experience, including management of multi-site teams Demonstrated success driving engagement, retention, and performance outcomes across a distributed hourly workforce in a high Performance-Driven-Environment Proven experience with Union Negotiations & Labor Relations Industry background in environments such as retail, hospitality, manufacturing, logistics, or restaurant operations—organizations with large hourly workforces (FT, PT, and seasonal), multi-site operations, and complex employee relations structures Strong command of employment law, compliance, and workforce metrics Ability to operate effectively within fast-moving, customer-facing, and production-based settings where workforce stability, compliance, and safety are critical to success Data-driven, collaborative, and adept at influencing executive partners MBA &/or SHRM Cert. Preferred Compensation & Benefits Salary: $150,000 – $165,000 (based on experience and qualifications) Bonus: 40% discretionary bonus opportunity (eligibility begins with 2026 performance year) Benefits Include: Medical, Dental, Vision, Life, and Disability insurance 401(k) with company match Company vehicle (insurance and gas included) Public transit and parking benefits Comprehensive training and professional development Employee Assistance Program (counseling, legal, financial, care services) Annual and quarterly performance reviews; pay-for-performance merit culture Community engagement and volunteer opportunities

Summary This is a high-visibility opportunity for a hands-on, relationship-driven HR leader who thrives in multi-site, operationally complex environments. The ideal candidate combines strategic foresight with day-to-day approachability—someone equally comfortable advising executives as walking the floor alongside frontline employees. They bring a great attitude, strong initiative, and the ability to juggle multiple priorities while building trust, fostering engagement, and delivering measurable results across a large, diverse workforce.

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