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Regional Human Resources Manager

Regional Human Resources Manager

Position Type 
# of Openings 
8750 North Central Expressway
Job Locations 
Human Resources

More information about this job


The Regional Human Resources Manager works closely and consultatively with Human Resources and field Operations leaders in the following areas: (a) associate relations; (b) associate development; (c) statutory and policy compliance; (d) investigations and related activities. The principal business outcomes of this role are to grow the company by identifying, recruiting, developing, and retaining talent; and minimizing company liability related to statutory non-compliance. The role works independently, interacting with a supervisor as needed. Most activities are completed without a supervisor's advance approval.


Key Responsibilities

Associate Relations and Compliance

  • Assist field management in resolving varied and potentially complex employee relations matters.
  • Conduct timely, accurate investigations as needed.
  • Audit the execution of company human resource management policies and directives, and compliance with federal, state and local employment and wage and hour statutes. Provide related legal, safety and compliance training as needed.
  • Collaborate with our company legal representatives and the Director of Human Resources to respond to all agency (EEOC, DOL, etc.) and attorney inquiries as directed.

Talent and Performance Management

  • Assist with the tracking, succession planning and measurement of key field talent management and retention initiatives.
  • Consult with line leaders on all performance assessment, performance improvement, and general training and development initiatives. This includes facilitating individual and group workshops to train and retain high-potential leadership.
  • Manage and support the talent pipeline through workforce and career planning.
  • Assist Talent Acquisition team in the recruitment of top talent, including college and diversity recruiting.
  • Assist in screening candidates and conducting interviews for internal and external multi-unit manager candidates.

Diversity and Inclusion

  • Consult with line leaders to identify and recruit local, diverse talent.
  • Promote the business value of diversity and inclusion at all levels of responsibility.
  • Provide individual and group training to develop and enhance respectful working environments at all business locations.

Key Qualifications


  • 5-8 years of related human resource experience required — experience in a multi-unit entertainment, sports, restaurant and/or hospitality environment preferred
  • 7+ years of Associate/Employee Relations experience required
  • Bachelor's degree required in a related, accredited field of study, including human resources, operations leadership, organizational development, adult training and education, or other business discipline
  • Up to 60% domestic travel required within regional territory


  • Expert verbal and written communication skills in English — bilingual English-Spanish skills preferred
  • Expert conflict prevention and resolution skills
  • Expert interviewing skills, including  the ability to objectively and accurately gather facts in emotionally-charged situations
  • Proficient negotiation skills
  • Proficient understanding of Topgolf’s business objectives and related strategies
  • Proficient knowledge of Topgolf policies, U.S. labor laws and specific state laws
  • Proficient knowledge of adult development, learning, and performance improvement principles
  • Ability to work effectively in a fast-paced, rapidly changing, diverse work environment
  • Proficient organizational and project-management skills, including the ability to meet demanding, evolving, and overlapping deadlines
  • Proficiency in use of Windows-based business computers and Microsoft Office programs; specifically Excel, Outlook, PowerPoint, and Word



  • Business Acumen: Using economic, financial, market, and industry data to understand and improve business results; using one’s understanding of major business functions, industry trends, and own organization’s position to contribute to effective business strategies and tactics.
  • Building Partnerships: Identifying opportunities and taking action to build strategic relationships between one's area and other areas, teams, departments, units, or organizations to help achieve business goals.
  • Decision Making: Identifying and understanding issues, problems, and opportunities; comparing data from differentsources to draw conclusions; using effective approaches for choosing a course of action ordeveloping appropriate solutions; taking action that is consistent with available facts, constraints,and probable consequences.
  • Communication — Proficient in clearly conveying information and ideas through a variety of media to individuals or groups in a manner that helps them understand and retain the message. 
  • Leading Change — identifies and drives organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.



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