Regional HR Director

Description

Southern Orthodontic Partners is a fast paced, entrepreneurial organization offering a premier network of orthodontic care. We provide business management expertise to our partner practices, enabling orthodontic professionals to focus on delivering the best possible care to their patients. Our partner practices benefit from our centralized support system, operational best practices, recruiting network, and marketing expertise. Our mission is to positively impact the orthodontic profession through a partnership of clinical and service excellence with the country’s leading doctors.

Role: Regional HR Director

Job Type: Full-time, Exempt

Reports To: SVP of HR

Location: Nashville, TN

The Regional HR Director serves as the HR partner supporting operational leadership across assigned regions. This role is responsible for driving organizational effectiveness, leadership capability/coaching, support in the development of team member relations strategy, workforce planning, change management, and HR risk mitigation while ensuring consistent execution of the organization's people strategy.

The Regional HR Director partners closely with operational leaders to influence business outcomes through people strategies while helping leaders navigate complex people matters with confidence and consistency. This role requires exceptional business acumen, deep employment law expertise, and the ability to proactively identify organizational risks and opportunities before they impact the business.

This position works closely with the SVP of HR and CPO in crafting and implementing an employee experience that establishes the company as an employer of choice.

Essential Job Functions:

• •Serve as the HR strategic partner to Regional Directors of Operations (RDOs) and Vice Presidents of Operations (VPOs).
• •Provide coaching and consultation to operational leaders regarding:
• •Team Member Relations
• •Leadership Effectiveness
• •Organizational Design
• •Workforce Planning
• •Talent Development
• •Succession Planning
• •Performance Management
• •Organizational Change
• •Lead complex Team Member relations matters, investigations, and organizational issues requiring advanced judgment and risk assessment.
• •Ensure compliance with federal, state, and local employment laws while proactively minimizing organizational risk.
• •Partner closely with Recruiting, HR Services, Payroll, Benefits, HR Analytics, and Finance to ensure integrated HR support.
• •Serve as the HR leader across multiple regions by identifying enterprise-wide trends, risks, and opportunities rather than focusing solely on individual Team Member matters.
• •Drive consistency in HR practices, leadership coaching, investigations, and decision-making across the organization.
• •Influence senior operational leaders by serving as a trusted advisor capable of constructively challenging decisions when necessary to protect the organization and improve business outcomes.
• •Partner with the Chief People Officer and SVP of HR to develop and execute enterprise HR initiatives, organizational changes, workforce strategies, and leadership development programs.
• •Identify systemic organizational issues and recommend long-term solutions rather than addressing only individual situations.
• •Analyze workforce trends, engagement data, turnover patterns, leadership effectiveness, labor metrics, and organizational health to proactively recommend business improvements.
• •In alignment with Operations, lead organizational change initiatives including restructures, acquisitions, integrations, leadership transitions, and workforce planning efforts.
• •Establish consistent HR practices, standards, and coaching approaches across supported regions.
• •Represent HR in operational meetings by confidently presenting workforce risks, recommendations, and business insights.
• •Provide thought leadership regarding organizational effectiveness, talent strategy, succession planning, and leadership capability development.
• •Performs other duties as assigned.

Requirements

• •Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
• •Master's degree preferred.
• •SHRM-SCP or SPHR certification preferred.
• •8+ years of progressive Human Resources experience supporting multi-site operations.
• •Demonstrated success partnering with executive operational leaders.
• •Extensive Team Member relations and employment law expertise.
• •Experience leading organizational change initiatives.
• •Experience mentoring and developing leaders.
• •Strong analytical skills with the ability to leverage workforce data in business decision-making.
• •Ability to travel up to 25%, if needed