Regional director, human resources vs human resources business partner

Differences between regional director, human resources and human resources business partner duties and responsibilities

Regional director, human resources example responsibilities.

• Develop and manage compensation and reward programs, benefits administration, payroll, and ensure compliance with regulatory concerns.
• Direct regional ADA, FMLA, and disability cases.
• Counsele, advise and monitor the team and employees for understanding to changes within benefits and HRIS.
• Work with managers to maintain compliance with FLSA, FMLA, OSHA, and child labor regulations.
• Administer affirmative action program and oversee facility EEO reporting, records and logs to maintain compliance with federal and state regulations.
• Possess and communicate thorough knowledge of policies and procedures, EEO, and affirmative action for employer, employees and applicants.
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Human resources business partner example responsibilities.

• Manage the ACA with regard to variable hour employees to avoid fines and penalties.
• Lead effort to build safety awareness and implement plans to improve working conditions while adhering to OSHA requirements.
• Manage and audit payroll ensuring accurate timekeeping, processing adjustments, and investigating payroll discrepancies.
• Manage HRIS system migration to ExponentHR technology platform with full employee/manager self-service eliminating multiple homegrown systems and one service provider.
• Report to the SVP of human resources.
• Revamp unemployment claims process and increase HRBP completion rate and decrease dollar loss due to incomplete and fraudulent claims.
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