Regional HR Business Partner

Job Type

Full-time

Description

The Role

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 and supporting the people, organizational, and leadership challenges that come with growth. This is a highly visible, field-facing role within a geographically dispersed sales and service organization. You'llspend significant time working alongside leaders throughout the region, helping them navigate change, strengthen their teams, and drive business performance in an increasingly complex operating environment. This role supports locations throughout the Carolinas, Tennessee, Virginia, and surroundingareas. 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 leaders navigate the transition from a collection of successful local businesses to a more connected and scalable enterprise. 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 leaders across a growing, acquisitive organization to help navigate the increasing complexity that comes with expansion. Support acquisitions, organizational changes, and business growth while helping maintain the accountability, responsiveness, and entrepreneurial mindset 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.

• High-visibility role supporting leaders across a growing, acquisition-driven business
• Opportunity to help shape a regional HRBP model as the HR function continues to evolve
• Direct exposure to field leadership, executive leadership, and acquisition integration work
• Meaningful influence on leadership effectiveness, workforce planning, organizational consistency, and business performance
• 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

• 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.

• 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
• Ability to build credibility and influence leaders across multiple levels of an organization
• Strong business acumen and ability to balance employee needs, operational realities, and business objectives
• Excellent communication, relationship-building, and conflict resolution skills
• Willingness and ability to travel regularly throughout the assigned region
• Valid driver's license

• Experience as an HR Business Partner, Senior HR Generalist, HR Manager, Employee Relations Manager, or similar business-facing HR role
• 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

• 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
• Acquisitions and organizational changes are integrated thoughtfully and effectively
• HR programs and initiatives are implemented in a practical manner that supports both employees 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 environment