Remote Regional Human Resources Director Jobs
Remote regional human resources director jobs are open across the U.S. at remote-first companies and distributed-team employers in sectors like healthcare, technology, and professional services. Employers hiring remotely right now include Panda Restaurant, REI, and Canonical. Scan the live roles below and apply to whichever ones fit.
Find JobsOverview
Open roles8
Top employerPanda Restaurant
Top industryTechnology
Top credentialBachelor's degree
Companies hiring7
Showing 5 of 8+ Remote Regional Human Resources Director jobs
Regional HR Business Partner
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Added 2w ago
REI
Regional HR Business Partner
Cambridge, Massachusetts
Added 2w ago
Regional HR Generalist (Remote - Local to DFW / OK)
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Added 2w ago
Harbor Freight Tools
Regional HR Generalist (Remote - Local to DFW / OK)
Calabasas, California
Added 2w ago
Senior People Ops Manager - Payroll & Systems
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Added 1mo ago
Convergent Research
Senior People Ops Manager - Payroll & Systems
Philadelphia, Pennsylvania
Added 1mo ago
Regional Director, People Business Partner - West
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Added 2mo ago
Saks Global
Regional Director, People Business Partner - West
Los Angeles, California
Added 2mo ago
Regional Sales Representative - HR Solutions
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Added 3mo ago
Arrow Electronics
Regional Sales Representative - HR Solutions
Duluth, Georgia
Added 3mo ago
Added 2w ago
Regional HR Business Partner
REI·Cambridge, Massachusetts
Job functions:
$98k - $157k/yr
Remote (US)
Bachelor's degree
10,000+ employees
Job Description
Overview:
Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based in one of the following markets: greater DMV or greater Boston Area.
Responsibilities:
Qualifications
Pay Transparency
In this role, you will act as a strategic coach and business partner to Regional and Store Leadership, leveraging advanced business acumen and HR expertise to to architect, execute and embed people strategies that accelerate business growth, drive transformation, and enable organizational agility. You will deliver integrated, future-focused HR strategies tailored to each client group’s unique business needs, culture, and objectives, proactively anticipating workforce trends and aligning people solutions with business priorities. You will lead the implementation and integration of HR solutions across all HR domains, continuously evaluating their impact on strategic business outcomes and organizational effectiveness.
Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based in one of the following markets: greater DMV or greater Boston Area.
- Serve as a strategic coach and trusted advisor to regional and store leadership, guiding organizational planning, influencing critical business and talent decisions, and driving large‑scale transformational change.
- Coach and develop leaders to strengthen leadership capability, enhance communication effectiveness, and implement performance and development practices that build engagement and a culture of continuous improvement
- Partner with Organizational Effectiveness team to shape and align business strategies—including vision, mission, values, and objectives—to strengthen organizational focus, speed, and overall business performance
- Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions that strengthen leadership, drive engagement, and support long-term business performance.
- Lead and support the development and execution of change management strategies that enable business evolution and ensure sustainable results.
- Design and execute a holistic talent management lifecycle—including forecasting, staffing, onboarding, development, performance management, succession planning, and retention—leveraging workforce analytics where available.
- Build strong partnerships with HR functional teams (e.g., Compensation, Performance Effectiveness, Talent Acquisition) and other cross-functional groups (e.g., Finance, Public Affairs) to deliver integrated, enterprise-aligned HR solutions that meet regional and organizational needs.
- Accountable for shaping and maintaining a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring internal policies and external practices support business growth and protect organizational reputation.
- Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
- Foster a culture of collaboration and continuous improvement by sharing, scaling, and operationalizing best practices across regions and functions.
- Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions.
- Supports the implementation of company HR programs, procedures, policy, and practice.
Qualifications
- 5+ years of progressive HR experience, with a proven track record of coaching to and driving strategic business impact and organizational transformation.
- 4 year degree in Human Resources or related field preferred.
- General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards.
- Demonstrated consulting and coaching skills, with the ability to link people strategies to business goals and deliver measurable results.
- Preferred knowledge of organizational change management practices.
- Proven ability to assess, analyze and communicate business needs; collaborates with and is proactive to partner with HR COE’s to identify and effectively integrate solutions that deliver the desired results.
- Has knowledge of employment law and risk management.
- Uses business knowledge, innovative thinking, and sound judgment to solve problems.
- Challenges the status quo, champions change and influences others to change.
- Demonstrated project management and planning skills
- Works independently to prioritize work, establish goals and produce quality work.
- Excellent communication skills – written and verbal.
- Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals.
- Consolidates information from various sources including feedback from others to reach sound decisions.
- Considers the ultimate impact of decisions and actions on internal and external customers.
- Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work.
- Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals.
At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our diversity – that each employee brings unique skills, experiences, and perspectives. Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn.
Pay Transparency
We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors.
REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off. Click here for a detailed overview of benefits plans by employee profile.
Base Pay Range: $98,300.00 - $157,400.00 per yearREI
Regional HR Business Partner
Cambridge, Massachusetts
Added 2w ago10,000+ employees
Job functions:
$98k - $157k/yr
Remote (US)
Bachelor's degree
Job Description
Overview:
Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based in one of the following markets: greater DMV or greater Boston Area.
Responsibilities:
Qualifications
Pay Transparency
In this role, you will act as a strategic coach and business partner to Regional and Store Leadership, leveraging advanced business acumen and HR expertise to to architect, execute and embed people strategies that accelerate business growth, drive transformation, and enable organizational agility. You will deliver integrated, future-focused HR strategies tailored to each client group’s unique business needs, culture, and objectives, proactively anticipating workforce trends and aligning people solutions with business priorities. You will lead the implementation and integration of HR solutions across all HR domains, continuously evaluating their impact on strategic business outcomes and organizational effectiveness.
Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based in one of the following markets: greater DMV or greater Boston Area.
- Serve as a strategic coach and trusted advisor to regional and store leadership, guiding organizational planning, influencing critical business and talent decisions, and driving large‑scale transformational change.
- Coach and develop leaders to strengthen leadership capability, enhance communication effectiveness, and implement performance and development practices that build engagement and a culture of continuous improvement
- Partner with Organizational Effectiveness team to shape and align business strategies—including vision, mission, values, and objectives—to strengthen organizational focus, speed, and overall business performance
- Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions that strengthen leadership, drive engagement, and support long-term business performance.
- Lead and support the development and execution of change management strategies that enable business evolution and ensure sustainable results.
- Design and execute a holistic talent management lifecycle—including forecasting, staffing, onboarding, development, performance management, succession planning, and retention—leveraging workforce analytics where available.
- Build strong partnerships with HR functional teams (e.g., Compensation, Performance Effectiveness, Talent Acquisition) and other cross-functional groups (e.g., Finance, Public Affairs) to deliver integrated, enterprise-aligned HR solutions that meet regional and organizational needs.
- Accountable for shaping and maintaining a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring internal policies and external practices support business growth and protect organizational reputation.
- Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
- Foster a culture of collaboration and continuous improvement by sharing, scaling, and operationalizing best practices across regions and functions.
- Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions.
- Supports the implementation of company HR programs, procedures, policy, and practice.
Qualifications
- 5+ years of progressive HR experience, with a proven track record of coaching to and driving strategic business impact and organizational transformation.
- 4 year degree in Human Resources or related field preferred.
- General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards.
- Demonstrated consulting and coaching skills, with the ability to link people strategies to business goals and deliver measurable results.
- Preferred knowledge of organizational change management practices.
- Proven ability to assess, analyze and communicate business needs; collaborates with and is proactive to partner with HR COE’s to identify and effectively integrate solutions that deliver the desired results.
- Has knowledge of employment law and risk management.
- Uses business knowledge, innovative thinking, and sound judgment to solve problems.
- Challenges the status quo, champions change and influences others to change.
- Demonstrated project management and planning skills
- Works independently to prioritize work, establish goals and produce quality work.
- Excellent communication skills – written and verbal.
- Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals.
- Consolidates information from various sources including feedback from others to reach sound decisions.
- Considers the ultimate impact of decisions and actions on internal and external customers.
- Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work.
- Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals.
At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our diversity – that each employee brings unique skills, experiences, and perspectives. Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn.
Pay Transparency
We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors.
REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off. Click here for a detailed overview of benefits plans by employee profile.
Base Pay Range: $98,300.00 - $157,400.00 per yearSee All 8 Remote Regional Human Resources Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsRemote Regional Human Resources Director Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
What Employers Look For
The qualifications that appear most often in remote regional human resources director jobs.
- 7 or more years of progressive HR leadership experience across multiple locations
- Proven experience managing HR teams in multi-site or multi-state environments
- SHRM-SCP or SPHR certification strongly preferred or required
- Deep knowledge of federal and state employment law and compliance requirements
- Experience with enterprise-level HRIS and applicant tracking systems
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your Remote Regional Human Resources Director Job Search
Apply early to remote roles that fit
Migrate Mate lists remote regional human resources director openings from across the U.S. in one place, so you can find roles that match your background and apply directly without sorting through unrelated postings.
Demonstrate async HR leadership in your resume
Remote employers want proof you've managed employee relations, compliance, and HR programs without in-person oversight. Highlight outcomes from multi-site or distributed-team HR work and name the HRIS and communication platforms you used to do it.
Signal remote readiness in your cover letter
Address how you manage regional HR responsibilities across time zones, keep distributed managers aligned, and handle sensitive employee matters entirely in writing or over video. Employers hiring remotely prioritize candidates who make this case directly rather than assuming it's implied.
Prepare for remote interview simulations
Many remote employers for this role run scenario-based video interviews where you walk through handling a real HR situation across a distributed team. Practice narrating your decision process clearly on camera, since your on-screen presence signals how you'll show up for remote employee interactions.
Remote Regional Human Resources Director Jobs: Frequently Asked Questions
How do I get a remote regional human resources director job?
Target remote-first companies and organizations with distributed workforces, since those employers are built to support regional HR leadership without a central office. Remote employers screen heavily for async communication skills, self-directed decision-making, and comfort managing employee relations across time zones without in-person touchpoints. Candidates who show documented results leading HR programs across multiple sites, plus fluency with HRIS platforms and video-based employee engagement, stand out the most.
Which companies hire remote regional human resources directors?
Employers currently hiring remote regional human resources directors include Panda Restaurant, REI, and Canonical, per current remote listings on Migrate Mate as of November 2026. Remote-first technology firms, multi-site healthcare systems, and distributed professional services organizations are among the most consistent hirers of this role in a fully remote format.
Can you get a remote regional human resources director job with no experience?
Yes, but remote regional HR director roles are competitive and lean toward candidates who can operate independently from day one, which makes pure entry-level hiring rare. Your best path is to build remote HR experience first through remote HR generalist or HR business partner roles at smaller distributed companies, then step into regional scope. Demonstrating async collaboration skills, multi-site project ownership, and measurable HR outcomes on your resume opens more doors than titles alone.
Do you need a degree for remote regional human resources director jobs?
Not always, but most remote employers at the director level expect either a bachelor's degree in human resources, business, or a related field, or a recognized HR certification like SHRM-SCP or SPHR. For remote roles specifically, employers weigh demonstrated results managing distributed HR programs, strong written communication, and experience with cloud-based HR systems heavily alongside formal credentials.
Which industries hire the most remote regional human resources directors?
Most remote regional human resources director openings sit in Technology & Software, per current remote listings on Migrate Mate as of November 2026. These sectors hire regional HR directors remotely because their workforces are geographically distributed across states or regions, making a centralized office unnecessary for the role.
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