Director of Human Resources

About Our Client

Regency 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 Role

The 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 Responsibilities

HR Team Leadership & Organizational Effectiveness

• Provide overall leadership and direction for the HR function, including structure, roles, and capability development.
• Build and maintain a high-performing HR team through coaching and performance management.
• Set priorities and allocate resources to ensure HR efforts align with business objectives.
• Establish standards for HR decision-making, service delivery, and risk management.
• Mentor HR team members and serve as a role model for judgment, professionalism, and discretion.

Strategic HR Leadership

• Translate business strategy into scalable people programs.
• Lead workforce planning, succession planning, and organizational design.
• Advise ownership on risk, compliance, and people-related financial exposure.
• Employee Relations & Risk Management
• Own high-risk investigations, executive issues, and sensitive terminations.
• Partner directly with legal counsel; determine when escalation is required.
• Proactively identify compliance gaps and mitigation strategies.

Compensation, Benefits & Total Rewards

• Design, evaluate, and recommend compensation and incentive structures.
• Oversee benefits strategy, renewals, funding models, and cost containment.
• Provide decision-ready analysis to ownership.

HR Operations & Infrastructure

• Oversee payroll, HRIS, leave administration, and vendor relationships.
• Ensure processes scale with growth, acquisitions, or restructuring.
• Own HR audit readiness and governance.

Workers' Compensation & Risk Management

• Provide strategic oversight of the workers’ compensation program, including claims trends, cost drivers, return-to-work strategy, and loss mitigation.
• Partner with brokers, carriers, and legal counsel on complex claims, litigation, and settlements.
• Advise leadership on risk exposure, experience modification (MOD) factors, and proactive cost-containment strategies.

OSHA & Workplace Safety Compliance

• Own OSHA compliance strategy, including policies, training programs, audit readiness, and regulatory response.
• Lead investigations of serious incidents and coordinate corrective action plans.
• Ensure safety practices scale appropriately across locations and operational environments.

Property & Casualty Insurance Strategy

• Serve as the primary internal owner for P&C insurance programs, including workers’ compensation, EPLI, and liability coverage.
• Lead annual insurance renewals, broker relationships, and coverage evaluations.
• Provide executive-level recommendations on coverage structure, limits, and risk tolerance.

Leadership Development & Culture

• Coach leaders on performance, accountability, and behavior alignment.
• Champion company values and culture across locations.
• Lead training, engagement, and communication strategies.

Authority & Decision-Making Parameters

• Make final recommendations on terminations, investigations, and corrective action.
• Select and manage HR vendors within approved budgets.
• Redesign HR programs and policies, subject to executive sign-off.
• Act as internal decision-maker on compliance and risk matters.
• Authorized to manage broker relationships, recommend carriers and coverage structures, and lead renewals within approved financial parameters.
• Acts as the company’s internal authority on employment-related risk and insurance strategy, subject to executive sign-off on material financial decisions.

Requirements

• 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 tension

Benefits

Medical, Dental, Vision

Paid Life and AD&D Insurance

Flexible Spending Accounts (FSA) and Health Savings Account (HSA)

Retirement Plans

Paid Time Off

Paid Sick

Paid Holidays

Employee Discounts