JOB SUMMARY The Regional HR Director is responsible for leading the HR management function supporting new business integration, program launches, and facility buildouts. This role provides strategic leadership and governance for HR workstreams associated with large-scale operational ramps, ensuring alignment between HR strategy and business growth objectives.

The Regional HR Director partners closely with executive leadership, Operations, Business Units, and cross-functional teams to ensure workforce readiness, scalable HR infrastructure, and consistent execution of integration activities across new programs and sites. This leader will establish standardized HR integration frameworks, oversee complex ramp initiatives, and ensure effective coordination across HR functions to support successful operational launches.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provide strategic leadership for the HR function supporting integration of new businesses, customer program launches, and facility buildouts across multiple sites or regions.
• Establish governance frameworks, project management standards, and execution models for HR integration activities.
• Lead cross-functional HR workstreams including Talent Acquisition, HR Business Partners, Workforce Planning, HR Operations, and Training to ensure workforce readiness for program ramps.
• Partner with executive leadership, Business Unit leaders, and Operations to align HR integration strategy with business growth initiatives and operational ramp timelines.
• Oversee development and execution of integrated HR project plans supporting workforce ramp readiness, organizational design, hiring strategies, and onboarding infrastructure.
• Ensure implementation of scalable HR processes, systems, and workforce models to support rapid business growth and operational expansion.
• Provide executive-level reporting and insights on HR integration progress, ramp readiness, workforce risks, and mitigation strategies.
• Identify potential workforce, organizational, or operational risks associated with new business integration and develop proactive solutions.
• Drive standardization and continuous improvement of HR integration practices across the enterprise.
• Lead and develop integration team responsible for execution of ramp-related HR activities.
• Partner with HRIS and HR Operations teams to ensure HR systems (e.g., Workday and VNDLY) support workforce ramp planning, reporting, and integration activities.
• Collaborate with Global HR leadership to ensure alignment with enterprise HR strategies, policies, and programs.
• Ensure compliance with company policies, employment regulations, and HR governance standards across all integration activities.

JOB QUALIFICATIONS

KNOWLEDGE REQUIREMENTS

• Deep understanding of HR strategy, workforce planning, and organizational design within complex operational environments.
• Experience managing complex, cross-functional projects related to business integration, site startups, or operational expansions.
• Strong knowledge of project management frameworks and governance models.
• Understanding of HR systems, HR operations, and workforce analytics to support large-scale workforce initiatives.

SKILLS AND ABILITIES

• Proven leadership capability with the ability to influence senior executives and cross-functional stakeholders.
• Strong strategic thinking and problem-solving skills.
• Exceptional program management and organizational leadership skills.
• Ability to manage complex, multi-site initiatives with competing priorities.
• Strong analytical and executive communication skills.
• Ability to lead teams in dynamic, high-growth environments.

• Proficiency in use of Microsoft Office products (Excel, Word and PowerPoint) and e-mail skills required.

EDUCATION & EXPERIENCE REQUIREMENTS

• Bachelor’s degree in Human Resources, Business Administration, Project Management or related discipline preferred.
• 8 years of experience in HR operational leadership roles, preferably at single-site or multi-site level.
• Experience leading integration initiatives related to business growth, mergers/acquisitions, or facility startups preferred.

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Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, age, disability, genetic information, veteran status, or any other characteristic protected by law.

Accommodation Statement

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