Regional Director of Human Capital

Strategic People Leader Driving Growth: Regional Director of Human Capital Empowering Teams, Compliance, and Culture Across the Region!

As a key strategic leader, the Regional Director of Human Capital (RDHC) drives business growth by aligning people strategies with organizational goals. This role oversees all core Human Capital functions-recruiting, onboarding, employee relations, performance management, compliance, training, succession planning, and safety-for multiple branches within a defined region.

The RDHC serves as a trusted advisor to the Regional Vice President and branch leaders, champions employee engagement and development, ensures full regulatory compliance, and models GardaWorld’s values through servant leadership and operational excellence.

What’s in it for You

• Competitive Salary: $120,00 - $140,000 per year
  
• Performance Bonus: Up to 20% of base salary
  
• Work Site Location: This is a remote position. Candidates must reside in the DMV or Richmond, VA, to be considered.
  
• Set Schedule: Monday through Friday, 8:00 a.m. to 5:00 p.m. This position may require long hours and weekend work.
  
• Comprehensive Benefits: Medical, dental, and vision insurance plans, 401(k) with employer matching contributions, paid time off (PTO) policy, paid holidays, disability coverage, and life insurance options.
  
• Career Growth: Career growth opportunities at GardaWorld
  
• Travel: Travel expectations are dictated by business needs, but could be up to 40%.
  

Your Responsibilities* Partner with the Regional Vice President to align Human Capital strategies with business goals to drive performance, engagement, and retention.

• Lead, coach, and develop regional teams (Human Resources, Recruiters, and support staff).
  
• Manage end-to-end HR processes: hiring, onboarding, employee relations, compliance, training, and offboarding.
  
• Partner with leadership to support organizational development and change initiatives.
  
• Plan, monitor, and manage recruiting budget for region
  
• Ensure consistent application of HR policies across branches.
  
• Monitor workforce metrics (turnover, time-to-fill, NBOT, compliance and legal) and develop strategies to drive improvements.
  
• Facilitate talent pipeline development through proactive sourcing strategies.
  
• Implement and oversee training programs to support employee development.
  
• Lead succession planning and career-pathing efforts across the region.
  
• Act as a liaison for labor relations issues, including union negotiations and dispute resolution.
  
• Maintain compliance with all federal, state, and local employment laws, including FLSA, FMLA, ADA, HIPAA, OSHA, and EEO and stay abreast of both state and federal changes in employment law and practices.
  
• Investigate and resolve employee concerns with professionalism and confidentiality.
  
• Support branches in driving a positive workplace culture and employee experience.
  
• Collaborate with corporate functions on policy updates, job descriptions, and strategic initiatives.
  
• Maintain accurate employment records and ensure policy adherence across all branches.
  
• Partner with vendors to leverage best practices, cutting-edge strategies, and resources effectively.
  
• Responsible for holding weekly one-on-ones with regional staff, along with structured team meetings that incorporate relevant training to support ongoing development and alignment.
  
• While managing Human capital functions, the RDHC will work in partnership with the Regional Vice President and branch market leaders who directly manager the human resources and talent acquisition personnel, to support their effective supervision, development, and performance.
  
• Perform other duties as assigned.
  

Your Qualifications:* Authorized to work in the United States

• Able to pass an extensive screening process
  
• 8+ years of progressive Human Capital experience, including 2+ years in a leadership role.
  
• Knowledge of U.S. employment laws and Human Capital best practices.
  
• Strong background in talent management, compliance, performance coaching, and employee relations.
  
• Experience with ATS, HRIS, and Microsoft Office Suite.
  
• PHR/SPHR or SHRM-SCP certification preferred (or equivalent HR/legal training).
  
• Proven ability to build relationships, lead teams, and drive results.
  

Your Skills and Competencies:* Strategic thinker with hands-on execution ability

• Strong leadership, communication, and relationship-building skills
  
• High ethical standards and integrity
  
• Resilient, adaptable, and results-driven
  
• Culturally aware and inclusive
  
• Highly organized, with a sense of urgency and accountability
  
• Committed to servant leadership and team development
  

GardaWorld: Make the World a Safer Place

In the United States, GardaWorld Security remains the only guarding security company to be

Certified by Great Place to Work. This could be more than a job - 26% of our corporate employees started as frontline workers.

GardaWorld Security is a global champion in sophisticated and tailored security solutions, employing and training highly skilled and dedicated professionals across the globe, offering a wealth of opportunities to individuals looking to gain experience and develop professionally in a growing industry.

It is the policy of GardaWorld Security Services to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, veteran status, or disability in accordance with applicable federal laws. In addition, GardaWorld Security Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment including, but not limited to hiring, placement, assignment, promotion, termination, layoffs, recalls, transfers, leaves of absence, compensation, and training. It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment.