Regional Human Resources Generalist Jobs
Regional Human Resources Generalist jobs are open across healthcare, manufacturing, retail, logistics, and professional services, from entry-level HR coordinator roles to senior generalist and HR manager positions, with specializations in employee relations, compliance, and multi-site operations. Scan the live roles below and apply to whichever ones fit.
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About Duke Manufacturing
Founded in 1925, Duke Manufacturing is a privately held manufacturer of foodservice equipment. Duke has more than 600 employees and U.S. manufacturing facilities totaling over 600,000 square feet. The company serves markets through six sales offices and distribution centers around the globe, a software development center in the Philippines, and more than 200 contract service centers across the U.S., Canada, Europe, Asia, and Latin America.
Why Join Duke?
At Duke, Human Resources is more than a support function - we are solutions partners who work alongside leaders to build strong teams, develop people, and create an environment where employees can do their best work.
We're looking for a Regional HR Generalist who enjoys building relationships, solving problems, and helping managers and supervisors navigate the people side of the business. This role will support leaders and employees across our Sedalia and St. Louis, Missouri facilities, providing hands-on HR guidance and helping drive consistent, effective HR practices across locations.
This is a great opportunity for an HR professional who enjoys variety, collaboration, and continuous learning. In addition to day-to-day HR partnership, you'll have opportunities to take ownership of HR projects and initiatives in areas such as compensation analysis, performance management, HR data analytics and reporting, employee engagement, or process improvement.
This is a hybrid position, with the flexibility to work from either our Sedalia or St. Louis facility, with an expectation of working onsite 2–3 days per week and traveling between locations as business needs require.
Job Summary
The Regional HR Generalist provides hands-on HR support and partnership to managers, supervisors, and employees across Duke's Sedalia and St. Louis facilities. This position works closely with facility leadership and the broader HR team to support effective HR practices, employee engagement, talent acquisition, performance management, employee relations, and organizational development.
As a trusted resource to managers and supervisors, the Regional HR Generalist provides practical guidance, helps identify solutions to employee and organizational challenges, and supports the consistent application of company policies and processes. The position builds strong working relationships across locations and collaborates with other HR team members to ensure employees and leaders receive responsive, effective HR support.
In addition to generalist responsibilities, this role will coordinate and lead assigned HR projects and initiatives, with opportunities to develop deeper expertise in areas aligned with individual strengths and business priorities.
Essential Functions
1. Build strong relationships and provide HR partnership to managers and supervisors.
Develop effective working relationships with managers, supervisors, and employees across assigned facilities.
Serve as an accessible and approachable resource for day-to-day HR questions, employee concerns, and people-related challenges.
Coach and guide supervisors and managers on employee relations matters, performance concerns, conflict resolution, and the consistent application of HR policies and practices.
Help managers identify practical solutions that support both employee needs and business objectives.
Maintain visibility and an active HR presence across assigned locations and departments.
Partner with other HR team members to ensure consistent HR practices and a positive employee experience across facilities.
2. Support talent acquisition and workforce planning.
Partner with hiring managers to identify staffing needs, develop recruiting strategies, and support workforce planning.
Coordinate and support recruiting activities, including job postings, candidate sourcing, screening, interviewing, and selection.
Maintain accurate and timely information in the applicant tracking system.
Support internal job opportunities, employee movement, and career development processes.
Build relationships with local colleges, workforce development organizations, and community partners to support talent pipelines.
Participate in career fairs, community events, and other recruiting initiatives as needed.
3. Support employee engagement, development, and company culture.
Support employee engagement initiatives that strengthen Duke's culture and reinforce company Values.
Partner with managers to create meaningful onboarding experiences for new employees.
Coordinate employee recognition, celebrations, wellness activities, and other engagement initiatives.
Support training and development programs, including identifying opportunities to strengthen leadership and employee capabilities.
Assist managers with employee development planning and career growth opportunities.
Support initiatives that promote continuous improvement and employee involvement.
4. Provide guidance and support on HR policies, programs, and processes.
Interpret and communicate company policies, practices, and procedures to managers and employees.
Provide general guidance on employee leave, FMLA, ADA, workers' compensation, and other HR-related matters, partnering with appropriate subject matter experts when needed.
Support compliance with applicable employment laws and regulations.
Coordinate employee lifecycle activities, including hires, promotions, transfers, performance reviews, and terminations.
Partner with HR Services to ensure employee records and HRIS information are accurate and maintained appropriately.
Assist with HR reporting, recordkeeping, and other administrative processes as needed.
5. Support performance management and employee development.
Coordinate and support the company's performance management process.
Assist managers and supervisors with employee performance conversations, development plans, and improvement plans.
Provide guidance on performance documentation, corrective action, and disciplinary processes.
Help managers navigate employee performance concerns and identify appropriate next steps.
Support consistent application of performance management practices across locations.
6. Lead and participate in HR projects and continuous improvement initiatives.
Take ownership of assigned HR projects and initiatives that support business and HR team priorities.
Lead or coordinate projects in areas aligned with individual strengths and interests, which may include:
Compensation analysis and wage competitiveness.
Performance management and talent development.
HR data analytics, reporting, and metrics.
Employee engagement and organizational culture.
HR processes, systems, and continuous improvement.
Talent acquisition and workforce planning.
Collaborate with HR team members and business leaders to implement improvements and achieve project objectives.
Share knowledge, best practices, and project outcomes with the broader HR team.
Job Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant HR experience.
3+ years of progressive HR experience in a Generalist or related HR role preferred.
Ability to build relationships and establish credibility with employees, supervisors, and managers at all levels.
Strong interpersonal, communication, and problem-solving skills, including the ability to navigate employee relations matters with professionalism and sound judgment.
Ability to listen, consult, coach, and influence others to achieve positive outcomes.
Strong organizational skills and the ability to manage multiple priorities across different locations.
Analytical and critical-thinking skills, including the ability to interpret data, identify trends, and support informed decision-making.
Proficiency with Microsoft Office applications, particularly Excel, and the ability to learn and utilize HRIS, ATS, and other business systems.
Ability to coordinate projects, facilitate initiatives, and follow through on commitments.
Manufacturing or multi-location HR experience, knowledge of employee engagement practices (including Gallup Q12), and familiarity with Lean principles are preferred.
Workplace Environmental Conditions
Typical office and manufacturing plant environment.
Hybrid work arrangement, with an expectation of working onsite at the Sedalia or St. Louis facility 2–3 days per week.
Periodic travel between Sedalia and St. Louis facilities, as business needs require.
Occasional overnight travel may be required (less than 20%).
Tools Used to Perform Essential Functions
Equipment: Personal computer, copier, and other typical office equipment.
Software: Microsoft Office 365 Suite (Outlook, Excel, Word, PowerPoint), HRIS and ATS databases, and other browser-based software programs and applications.
Duke Manufacturing is an Equal Opportunity Employer.
EOE
About Duke Manufacturing
Founded in 1925, Duke Manufacturing is a privately held manufacturer of foodservice equipment. Duke has more than 600 employees and U.S. manufacturing facilities totaling over 600,000 square feet. The company serves markets through six sales offices and distribution centers around the globe, a software development center in the Philippines, and more than 200 contract service centers across the U.S., Canada, Europe, Asia, and Latin America.
Why Join Duke?
At Duke, Human Resources is more than a support function - we are solutions partners who work alongside leaders to build strong teams, develop people, and create an environment where employees can do their best work.
We're looking for a Regional HR Generalist who enjoys building relationships, solving problems, and helping managers and supervisors navigate the people side of the business. This role will support leaders and employees across our Sedalia and St. Louis, Missouri facilities, providing hands-on HR guidance and helping drive consistent, effective HR practices across locations.
This is a great opportunity for an HR professional who enjoys variety, collaboration, and continuous learning. In addition to day-to-day HR partnership, you'll have opportunities to take ownership of HR projects and initiatives in areas such as compensation analysis, performance management, HR data analytics and reporting, employee engagement, or process improvement.
This is a hybrid position, with the flexibility to work from either our Sedalia or St. Louis facility, with an expectation of working onsite 2–3 days per week and traveling between locations as business needs require.
Job Summary
The Regional HR Generalist provides hands-on HR support and partnership to managers, supervisors, and employees across Duke's Sedalia and St. Louis facilities. This position works closely with facility leadership and the broader HR team to support effective HR practices, employee engagement, talent acquisition, performance management, employee relations, and organizational development.
As a trusted resource to managers and supervisors, the Regional HR Generalist provides practical guidance, helps identify solutions to employee and organizational challenges, and supports the consistent application of company policies and processes. The position builds strong working relationships across locations and collaborates with other HR team members to ensure employees and leaders receive responsive, effective HR support.
In addition to generalist responsibilities, this role will coordinate and lead assigned HR projects and initiatives, with opportunities to develop deeper expertise in areas aligned with individual strengths and business priorities.
Essential Functions
1. Build strong relationships and provide HR partnership to managers and supervisors.
Develop effective working relationships with managers, supervisors, and employees across assigned facilities.
Serve as an accessible and approachable resource for day-to-day HR questions, employee concerns, and people-related challenges.
Coach and guide supervisors and managers on employee relations matters, performance concerns, conflict resolution, and the consistent application of HR policies and practices.
Help managers identify practical solutions that support both employee needs and business objectives.
Maintain visibility and an active HR presence across assigned locations and departments.
Partner with other HR team members to ensure consistent HR practices and a positive employee experience across facilities.
2. Support talent acquisition and workforce planning.
Partner with hiring managers to identify staffing needs, develop recruiting strategies, and support workforce planning.
Coordinate and support recruiting activities, including job postings, candidate sourcing, screening, interviewing, and selection.
Maintain accurate and timely information in the applicant tracking system.
Support internal job opportunities, employee movement, and career development processes.
Build relationships with local colleges, workforce development organizations, and community partners to support talent pipelines.
Participate in career fairs, community events, and other recruiting initiatives as needed.
3. Support employee engagement, development, and company culture.
Support employee engagement initiatives that strengthen Duke's culture and reinforce company Values.
Partner with managers to create meaningful onboarding experiences for new employees.
Coordinate employee recognition, celebrations, wellness activities, and other engagement initiatives.
Support training and development programs, including identifying opportunities to strengthen leadership and employee capabilities.
Assist managers with employee development planning and career growth opportunities.
Support initiatives that promote continuous improvement and employee involvement.
4. Provide guidance and support on HR policies, programs, and processes.
Interpret and communicate company policies, practices, and procedures to managers and employees.
Provide general guidance on employee leave, FMLA, ADA, workers' compensation, and other HR-related matters, partnering with appropriate subject matter experts when needed.
Support compliance with applicable employment laws and regulations.
Coordinate employee lifecycle activities, including hires, promotions, transfers, performance reviews, and terminations.
Partner with HR Services to ensure employee records and HRIS information are accurate and maintained appropriately.
Assist with HR reporting, recordkeeping, and other administrative processes as needed.
5. Support performance management and employee development.
Coordinate and support the company's performance management process.
Assist managers and supervisors with employee performance conversations, development plans, and improvement plans.
Provide guidance on performance documentation, corrective action, and disciplinary processes.
Help managers navigate employee performance concerns and identify appropriate next steps.
Support consistent application of performance management practices across locations.
6. Lead and participate in HR projects and continuous improvement initiatives.
Take ownership of assigned HR projects and initiatives that support business and HR team priorities.
Lead or coordinate projects in areas aligned with individual strengths and interests, which may include:
Compensation analysis and wage competitiveness.
Performance management and talent development.
HR data analytics, reporting, and metrics.
Employee engagement and organizational culture.
HR processes, systems, and continuous improvement.
Talent acquisition and workforce planning.
Collaborate with HR team members and business leaders to implement improvements and achieve project objectives.
Share knowledge, best practices, and project outcomes with the broader HR team.
Job Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant HR experience.
3+ years of progressive HR experience in a Generalist or related HR role preferred.
Ability to build relationships and establish credibility with employees, supervisors, and managers at all levels.
Strong interpersonal, communication, and problem-solving skills, including the ability to navigate employee relations matters with professionalism and sound judgment.
Ability to listen, consult, coach, and influence others to achieve positive outcomes.
Strong organizational skills and the ability to manage multiple priorities across different locations.
Analytical and critical-thinking skills, including the ability to interpret data, identify trends, and support informed decision-making.
Proficiency with Microsoft Office applications, particularly Excel, and the ability to learn and utilize HRIS, ATS, and other business systems.
Ability to coordinate projects, facilitate initiatives, and follow through on commitments.
Manufacturing or multi-location HR experience, knowledge of employee engagement practices (including Gallup Q12), and familiarity with Lean principles are preferred.
Workplace Environmental Conditions
Typical office and manufacturing plant environment.
Hybrid work arrangement, with an expectation of working onsite at the Sedalia or St. Louis facility 2–3 days per week.
Periodic travel between Sedalia and St. Louis facilities, as business needs require.
Occasional overnight travel may be required (less than 20%).
Tools Used to Perform Essential Functions
Equipment: Personal computer, copier, and other typical office equipment.
Software: Microsoft Office 365 Suite (Outlook, Excel, Word, PowerPoint), HRIS and ATS databases, and other browser-based software programs and applications.
Duke Manufacturing is an Equal Opportunity Employer.
EOE
Regional Human Resources Generalist Jobs by Experience Level
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Who's Hiring
What Employers Look For
The qualifications that appear most often in regional human resources generalist jobs.
- Bachelor's degree in Human Resources, Business Administration, or a related field
- Three to five years of HR generalist experience supporting multiple locations or business units
- Working knowledge of federal and multi-state employment law, including FMLA, ADA, and FLSA
- Experience with an applicant tracking system and an HRIS platform
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or required
- Demonstrated ability to manage employee relations investigations and coach managers across sites
Tips for Your Regional Human Resources Generalist Job Search
Highlight multi-site HR experience clearly
Regional roles almost always expect you to support employees across multiple locations. Call out how many sites you covered, the headcount you supported, and whether you managed compliance across different state laws. Generic HR bullets won't stand out here.
Tailor your resume to each state's requirements
Regional HR generalists are expected to know the employment laws of every state they cover. If your resume lists multi-state experience, name the specific states and note any compliance work like leave administration or wage-and-hour audits tied to those jurisdictions.
Pursue an HRCI or SHRM certification before applying
PHR and SHRM-CP credentials appear in a large share of regional HR generalist postings. Earning one signals that your knowledge is current and portable across industries. Many employers treat it as a tiebreaker between otherwise comparable candidates.
Apply early to roles that fit
Migrate Mate lists regional human resources generalist openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a compliance scenario for every interview
Interviewers for regional HR roles will almost certainly ask how you handled a situation where policy conflicted with a manager's request. Prepare a specific example involving an employee relations issue, a termination decision, or a leave request that required you to push back on a business unit.
Negotiate for a travel or remote policy upfront
Regional roles often require periodic site visits, but travel expectations vary widely and are rarely spelled out in the job posting. Ask directly in the final interview round what the expected travel percentage is and whether remote work is permitted between site visits, then confirm it in your offer letter.
Regional Human Resources Generalist Jobs: Frequently Asked Questions
Which companies are hiring the most regional human resources generalists?
The companies hiring the most regional human resources generalists right now include AMTRACO, Releady, and HOKALI, with the largest share of openings in California, Texas, and Michigan, based on current listings on Migrate Mate as of November 2026. Healthcare systems, national retailers, and logistics companies tend to generate the most consistent demand for this role.
How many regional human resources generalist jobs are remote?
About 78% of regional human resources generalist openings are fully remote or hybrid as of November 2026, though the nature of the role means some site presence is usually expected. Work that is most likely to be remote includes policy development, reporting, and benefits administration, while employee relations and onboarding support typically require in-person visits to the locations you cover.
How do you become a regional human resources generalist?
Start with a bachelor's degree in human resources or business, then build generalist experience by working in an HR coordinator or HR specialist role where you handle a broad set of functions rather than one specialty. Earning a PHR or SHRM-CP credential strengthens your candidacy. From there, seek out roles that support multiple locations or business units, since that multi-site scope is what defines the regional generalist track and what most employers screen for first.
Can I get a regional human resources generalist job with little experience?
Getting hired at the regional level with limited experience is difficult because the role requires independent judgment across multiple sites without close supervision. The most practical path is to spend two to three years as an HR coordinator or HR assistant in a mid-size company where you can touch every function, from onboarding to performance management to leave tracking. Demonstrating that you can own a process end to end matters more than the number of years on paper.
What does the regional human resources generalist interview process look like?
Most employers run three to four rounds. The first is typically a phone screen with a recruiter focused on experience and location. The second is a competency-based interview with the HR director or VP, often covering employee relations scenarios and multi-state compliance situations. A final round may include a panel with operations or business leaders whose teams you would support, and sometimes a brief written exercise or case scenario related to a policy or investigation challenge.
Where can I find and apply to regional human resources generalist jobs?
You can find and apply to regional human resources generalist jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your experience level and the industries or states you want to work in, then apply directly to each listing that fits your background and goals.
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