We partner with faith-driven founders, nonprofits, and businesses to turn their bold visions into real impact with cutting-edge technology and growth strategies. 

Highlights

$105M+ raised for Kingdom initiatives
300M+ people reached globally
Solutions delivered in 30+ languages
Staff from companies like Nike, Google, & Amazon, serving faith-based organizations

Core Offerings

Growth Strategy & Execution 
Automation & Digital Transformation 
Product & Platform Development

Industry: IT Services and IT Consulting
Company Size: 11-50 employees

Servant

Savvy Admin PROD

**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 **HR Leader ** is hands-on and operational, responsible for executing people programs, ensuring compliance, and supporting managers across the organization. This role operates close to the business, focusing on implementation, administration, and day-to-day problem-solving, while providing informed input to leadership.

~~**Unlike a Director-level role, this position has limited company-wide decision authority and does not own enterprise HR strategy. ** ~~

**Key Responsibilities **

**HR Team Leadership & Organizational Effectiveness **

- Provide day-to-day leadership, direction, and prioritization for the HR team

- Build a high-performing, service-oriented HR function through coaching, feedback, and performance management

- Assign work, monitor execution, and ensure timely, high-quality delivery of HR services

- Support capability development and professional growth of HR team members

- Serve as an escalation point for complex employee relations or compliance issues

- Model professionalism, sound judgment, and discretion in all interactions

**HR Execution & Program Implementation **

- Execute people programs in alignment with company strategy and leadership direction

- Support workforce planning, organizational changes, and talent processes through implementation and coordination

- Ensure consistency and quality in HR service delivery across the organization

**Employee Relations & Compliance **

- Serve as the primary point of contact for employee relations matters, investigations, and performance issues

- Ensure compliance with federal and multi-state employment laws

- Partner with external legal counsel on higher-risk matters and implement recommended actions

- Maintain HR policies, employee handbook updates, and required postings

**HR Operations & Infrastructure **

- Oversee HRIS, payroll coordination, benefits administration, recruiting processes, and leave management

- Ensure smooth onboarding and offboarding processes and accurate personnel records

- Maintain audit readiness, documentation standards, and record retention practices

- Support operational needs such as reporting and, when needed, sales bid processes

**Compensation, Benefits & Payroll Support **

- Coordinate benefits administration, including open enrollment and vendor communication

- Support payroll processing and resolve issues as they arise

- Ensure ACA compliance and required reporting

- Provide data and administrative support but does not design or redesign compensation or benefits programs

**Workers' Compensation & Safety Compliance **

- Administer the workers' compensation program, including claim intake, documentation, and coordination with brokers and carriers

- Partner with managers on incident reporting and return-to-work processes

- Maintain OSHA compliance, including recordkeeping (OSHA logs), training coordination, and policy implementation

- Escalate complex claims, litigation, or regulatory issues to leadership and external advisors

**Property & Casualty (P&C) Insurance Support **

- Act as the internal coordinator for P&C insurance programs, including workers' compensation, EPLI, and liability coverage

- Support annual renewals by gathering data, completing applications, and working with brokers

- Implement coverage updates and communicate requirements internally

- Maintain certificates of insurance (COIs) and evidence of coverage

**Leadership Support **

- Advise managers on performance management, corrective action, and terminations within established guidelines

- Train supervisors on HR policies, documentation standards, and compliance basics

**Culture & Engagement **

- Support company values and culture initiatives across the organization

- Execute training programs, engagement efforts, and internal communications as directed

**Authority & Decision-Making Parameters **

**Has authority to: **

- Make routine employee relations decisions within established policies

- Issue corrective actions, including terminations, with appropriate leadership approval

- Interpret and apply existing HR policies and procedures

- Execute programs and processes within defined HR, insurance, and safety frameworks

**Does NOT have authority to: **

- Design or redesign compensation, benefits, or incentive structures

- Commit the company to new vendors, employment models, or benefit programs

- Independently make decisions on high-risk terminations, restructures, acquisitions, or WARN-related actions

- Negotiate insurance coverage terms, select carriers, or materially change risk programs without executive approval

**Requirements**

-  8-10 years progressive HR experience

- Strong California employment law knowledge

- Experience supporting multi-location and warehouse environments

- HR certification (PHR/SPHR) preferred

- Handles confidential information with discretion and restraint

- Ability to make sound recommendations without perfect information

- Comfort operating in gray areas while managing legal and people risk

- Maintains composure during conflict, investigations, and executive tension

- Does not escalate situations through tone, defensiveness, or over-processing

- Quickly earns trust with owners, managers, and frontline employees

- Strong listener who can de-escalate employee concerns

- Comfortable implementing decisions they did not personally make

- Knows when to escalate vs. resolve independently

- Organized, detail-oriented, and process-driven

- Demonstrated ability to manage sensitive employee matters with discretion, empathy, and sound judgment

**Benefits**

Key employee benefitsinclude:

- **Health & Wellness: ** Medical, dental, vision, and often Employee Assistance Programs (EAP)

- **Financial Security: ** 401(k) plans and competitive salaries

- **Paid Time Off: ** Paid holidays, vacation, sick time, and sometimes birthday time off

- **Work Environment: ** Hybrid, dynamic work environments

- **Focus on Culture: ** Emphasizes relationship, integrity, service, and expertise (R.I.S.E. values)

Human Resources Leader (Manager/Sr. Manager)

**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

Director of Human Resources

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