Regional HR Business Partner

Description

As Tencarva continues to grow, expand into new markets, and integrate acquisitions, the need for strong leadership support and organizational consistency becomes increasingly important. The Regional HRBP helps the business scale by serving as a trusted advisor to leaders across a multi-state region, supporting the people, organizational, and leadership challenges that come with growth. As the first Regional HRBP hire, you'll partner with the HRBP Manager to help expand and refine the existing HRBP model.

This is a highly visible, field-facing role within a geographically dispersed sales and service organization. You'll spend significant time working alongside leaders throughout the region, helping them navigate change, strengthen their teams, and drive business performance. This role supports locations throughout the Carolinas, Tennessee, Virginia, and surrounding areas. Regular travel to branch locations is expected.

Key Priorities

• •Serve as a Trusted Advisor to the Business: Build strong relationships throughout the organization and become a trusted resource for employees and leaders alike. Provide practical guidance that balances employee needs, operational realities, and business objectives while helping leaders make sound decisions and move the business forward.
• •Bridge Growth & Operational Execution: Help Tencarva transition successful local businesses into a more connected, scalable enterprise while preserving the autonomy and entrepreneurial cultures that make them successful. Partner with the HR Ops Manager, HRBP Manager, and business leaders to support the rollout and adoption of new tools, processes, leadership expectations, and people initiatives while helping establish consistent practices across a geographically dispersed organization – without introducing unnecessary complexity or bureaucracy.
• •Help the Business Scale Through Growth & Integration: Partner with business leaders through acquisitions, integrations, and organizational changes, helping them navigate the increasing complexity that comes with expansion, including employee concerns, leadership transitions, and evolving expectations. Collaborate with the HRBP Manager and broader HR team to support successful integration while preserving the entrepreneurial mindset, local relationships, and operational accountability that have historically driven the company's success.
• •Build Stronger Leaders: Coach and support leaders at all levels of the organization. Help managers navigate performance challenges, employee relations matters, organizational changes, difficult conversations, and day-to-day leadership responsibilities with confidence and sound judgment.
• •Strengthen Talent Pipelines & Workforce Readiness: Partner with business leaders, Talent Acquisition, and external organizations to help build the talent pipelines needed to support future growth. Support workforce planning, succession planning, internal mobility, vocational partnerships, and other initiatives that strengthen the organization's ability to attract, develop, and retain both leadership and technical talent.

About Us

Founded in 1978, Tencarva is a private equity-backed distributor, engineering and design partner, and OEM-authorized repair network within the process equipment and flow control market. With 37 locations across 17 states, our footprint spans the Southeast, Mid-South, Midwest, and Mid-Atlantic regions.

We serve more than 18,000 active customers across a broad range of industries, including industrial manufacturing, municipal water/wastewater, power generation, oil and gas, mining and aggregates, and automotive. Our service offerings include system analysis and design, applications engineering, custom fabrication of equipment packages, automation and controls, equipment repair, and thermal hard coatings.

Why Tencarva

• •High-visibility role supporting leaders across a growing, acquisition-driven business
• •Opportunity to partner with the Manager, HRBP in building and shaping Tencarva's regional HRBP model as the organization continues to grow
• •Direct partnership with regional and local business leaders, with exposure to executive leadership and acquisition integration
• •Stable, growing company with a long-term ownership mindset and no history of layoffs
• •Annual incentive opportunity
• •Profit Sharing via 401(k)
• •Employee Ownership Opportunities
• •Paid Time Off, including 10 holidays
• •Benefits include medical, dental, vision, disability, and life insurance

Requirements

What We're Looking For

• •Credibility & Influence: Able to quickly build trust and credibility with employees, managers, and senior leaders alike. Comfortable influencing decisions, navigating difficult conversations, and serving as a trusted advisor across a variety of business situations.
• •Business & Operational Mindset: Understands how businesses operate and approaches people challenges with both organizational and commercial realities in mind. Focuses on practical solutions that support business objectives without creating unnecessary complexity.
• •Adaptability & Judgment: Comfortable operating in dynamic environments where priorities shift, information is incomplete, and situations are rarely black and white. Demonstrates sound judgment, professionalism, and consistency when navigating ambiguity and sensitive matters.
• •Ownership & Accountability: Takes ownership of outcomes, follows through on commitments, and operates effectively with a high degree of autonomy. Proactively identifies issues, drives resolution, and helps move the business forward.

Required Qualifications

• •5+ years of progressive Human Resources experience supporting managers and employees in a multi-site environment
• •Strong employee relations, performance management, and manager coaching experience
• •Demonstrated ability to build credibility, influence leaders, and navigate challenging employee and organizational situations
• •Strong communication, relationship-building, conflict resolution, and business judgment skills
• •Willingness and ability to travel regularly throughout the assigned region; valid driver's license

Preferred Qualifications

• •Experience as an HR Business Partner, Senior HR Generalist, HR Manager, Employee Relations Manager, or similar business-facing HR role
• •Experience supporting decentralized, multi-location businesses where local leadership retains significant operational autonomy
• •Experience supporting industrial distribution, manufacturing, field service, construction, transportation, logistics, or other operationally intensive environments
• •Experience supporting acquisitions, integrations, organizational change, or rapid-growth environments
• •Experience partnering with Talent Acquisition, Compensation, HR Operations, and business leaders in a matrixed organization
• •Bachelor's degree in Human Resources, Business, Organizational Leadership, or a related field
• •PHR, SPHR, SHRM-CP, or SHRM-SCP certification is a plus

What Success Looks Like

• •Leaders view you as a trusted advisor rather than simply an HR resource
• •Managers seek your counsel on difficult people decisions, organizational challenges, and leadership matters
• •Employee relations issues are addressed proactively, consistently, and with sound judgment
• •Leadership teams are better equipped to manage performance, develop employees, and navigate organizational change
• •Succession planning discussions result in stronger internal talent pipelines
• •Leaders and employees navigate acquisitions, integrations, and organizational changes with clarity, confidence, and appropriate support
• •HR programs, tools, and initiatives are successfully adopted across the region in ways that support employees, local leaders, and business objectives
• •You can comfortably move between a service center, branch office, fabrication shop, leadership meeting, acquisition integration discussion, or executive conversation and quickly establish credibility in each environmen