Director of Human Resources
About Our ClientRegency Supply is a family-owned, national electrical and lighting distributor headquartered in Chatsworth, CA, with over 40 years of experience supporting contractors and maintenance professionals. Formed through the merger of Regency Lighting and AllSale Electric, Regency Supply offers a full suite of solutions, including lighting replacement (MRO), energy retrofits, construction and architectural lighting, design services through RL Studio, and 24/7 online ordering.With additional locations in Kennesaw, GA, and across Southern California, Regency Supply combines extensive inventory with expert guidance to ensure contractors and clients receive the products and support they need—quickly and reliably. Founded in 1983 by Mike Goldstone and Ron Regenstreif, the company operates on core values of integrity, service, and expertise, often guided by the faith-based principles of its founders.About the RoleThe Director of Human Resources is the senior internal authority on people strategy, risk management, and organizational effectiveness. This role balances hands-on leadership with strategic ownership, acting as a trusted advisor to executive leadership while still operating close to the business.Key ResponsibilitiesHR Team Leadership & Organizational EffectivenessProvide overall leadership and direction for the HR function, including structure, roles, and capability developmentBuild and maintain a high-performing HR team through coaching and performance managementSet priorities and allocate resources to ensure HR efforts align with business objectivesEstablish standards for HR decision-making, service delivery, and risk managementMentor HR team members and serve as a role model for judgment, professionalism, and discretionStrategic HR LeadershipTranslate business strategy into scalable people programsLead workforce planning, succession planning, and organizational designAdvise ownership on risk, compliance, and people-related financial exposureEmployee Relations & Risk ManagementOwn high-risk investigations, executive issues, and sensitive terminationsPartner directly with legal counsel; determine when escalation is requiredProactively identify compliance gaps and mitigation strategiesCompensation, Benefits & Total RewardsDesign, evaluate, and recommend compensation and incentive structuresOversee benefits strategy, renewals, funding models, and cost containmentProvide decision-ready analysis to ownershipHR Operations & InfrastructureOversee payroll, HRIS, leave administration, and vendor relationshipsEnsure processes scale with growth, acquisitions, or restructuringOwn HR audit readiness and governanceWorkers' Compensation & Risk ManagementProvide strategic oversight of the workers' compensation program, including claims trends, cost drivers, return-to-work strategy, and loss mitigationPartner with brokers, carriers, and legal counsel on complex claims, litigation, and settlementsAdvise leadership on risk exposure, experience modification (MOD) factors, and proactive cost-containment strategiesOSHA & Workplace Safety ComplianceOwn OSHA compliance strategy, including policies, training programs, audit readiness, and regulatory responseLead investigations of serious incidents and coordinate corrective action plansEnsure safety practices scale appropriately across locations and operational environmentsProperty & Casualty Insurance StrategyServe as the primary internal owner for P&C insurance programs, including workers' compensation, EPLI, and liability coverageLead annual insurance renewals, broker relationships, and coverage evaluationsProvide executive-level recommendations on coverage structure, limits, and risk toleranceLeadership Development & CultureCoach leaders on performance, accountability, and behavior alignmentChampion company values and culture across locationsLead training, engagement, and communication strategies. Authority & Decision-Making ParametersMake final recommendations on terminations, investigations, and corrective actionSelect and manage HR vendors within approved budgetsRedesign HR programs and policies, subject to executive sign-offAct as internal decision-maker on compliance and risk mattersAuthorized to manage broker relationships, recommend carriers and coverage structures, and lead renewals within approved financial parametersActs as the company's internal authority on employment-related risk and insurance strategy, subject to executive sign-off on material financial decisionsRequirements 12-18+ years progressive HR leadership; HR certification (SPHR/SHRM-SCP) preferred Experience in distribution, warehousing, or operational environments Deep California and multi-state labor law expertise Comfort operating in gray areas while managing legal and people risk Comfort serving as the organization's internal authority on people-related risk Proven executive advisory capability Synthesizes people, legal, and financial risk into clear recommendations Exceptional judgment in high-risk, high-ambiguity situations Proven ability to balance business needs, legal compliance, and employee experience Handles confidential information with discretion and restraint Strong interpersonal skills with the ability to build trust across a diverse employee population including owners, managers, and frontline employees Calm, concise executive presence with ability to maintain composure during conflict, investigations, and executive tensionBenefitsMedical, Dental, Vision Paid Life and AD&D InsuranceFlexible Spending Accounts (FSA) and Health Savings Account (HSA)Retirement PlansPaid Time OffPaid SickPaid Holidays Employee Discounts