Regional HR Business Partner – Southwest

About Rock Force
RockForce is the trusted team setting the stage for the greatest moments in live events. With a legacy built on the unification of nine industry leaders, we bring decades of expertise to seamlessly execute concerts, festivals, sporting events, live broadcasts, award shows, and corporate activations.
Through integrated event production, workforce solutions, innovative technologies, and payroll services, RockForce delivers precision, efficiency, and reliability at every scale.
Our people are the magic-united by passion and skill, we operate as one unstoppable force to ensure every event is executed with professionalism, care, and an unwavering commitment to safety and compliance.
Join us as we head into one of the most exciting eras in the live entertainment industry!
Job Description
RockForce is seeking an experienced Regional HR Business Partner – Southwest to provide hands-on Human Resources support across our growing Southwest operations.
Based in Texas, this position will serve as the primary day-to-day HR resource for employees and operations throughout Texas, Oklahoma, New Mexico, Arizona, and Nevada.
The Regional HR Business Partner will focus on employee relations, workplace investigations, regional HR support, onboarding, documentation, compliance monitoring, and timely escalation of employee matters.
This position reports directly to the Head of Human Resources, who retains responsibility for HR strategy and governance, leadership coaching, policy development and implementation, final review of employee relations documentation, and significant employment decisions.
The ideal candidate is comfortable working in a fast-paced, high-volume, field-based environment and can independently manage routine HR matters while recognizing when issues require escalation or approval.
Key Responsibilities And Focus Areas
Employee Relations & Investigations
Serve as the primary day-to-day HR contact for employees and operational teams throughout the Southwest region.
Receive and respond to employee complaints, concerns, and workplace issues in accordance with established HR procedures.
Conduct timely, thorough, and objective workplace investigations.
Interview complainants, respondents, witnesses, and other relevant individuals.
Maintain detailed investigation notes and supporting documentation.
Prepare investigation summaries and findings for review by the Head of Human Resources.
Track open employee relations matters and ensure required follow-up is completed.
Identify and promptly escalate matters involving significant legal, safety, employee relations, or business risk.
Draft corrective actions and other employee relations documentation for review and approval by the Head of Human Resources.
Maintain appropriate confidentiality when handling sensitive employee matters.
Regional HR Support
Maintain a visible and accessible HR presence throughout the Southwest region.
Build effective working relationships with employees and operational teams.
Understand the workforce, operational, and cultural dynamics of the markets supported.
Serve as the connection between Corporate HR and Southwest field operations.
Respond to routine employee questions regarding HR processes, workplace expectations, and available resources.
Identify recurring employee concerns, process gaps, or regional trends and communicate them to the Head of Human Resources.
Travel to worksites, venues, offices, and other locations when an in-person HR presence is needed.
Onboarding & Employee Experience
Partner with Recruiting, Payroll, Operations, and Corporate HR to support a smooth onboarding experience.
Serve as a regional HR contact for newly hired employees.
Provide regional and culturally aware HR interactions throughout the onboarding process.
Help ensure employees receive required HR information and understand available resources and reporting channels.
Identify recurring onboarding issues and communicate them to the Head of Human Resources.
Support implementation of onboarding processes established by Corporate HR.
Assist with approved employee communications and HR initiatives.
HR Documentation & Administration
Prepare accurate and timely employee relations documentation.
Draft investigation summaries, corrective actions, employee communications, and related HR materials.
Maintain organized employee relations and investigation files.
Ensure documentation is factual, objective, complete, and submitted timely.
Track required employee acknowledgments and HR documentation.
Follow established recordkeeping and confidentiality requirements.
Submit documentation requiring final review or approval to the Head of Human Resources prior to distribution.
The Head of Human Resources retains final review and approval authority for employee relations documentation and significant employment actions.
Compliance & Risk Identification
Maintain working knowledge of federal, state, and applicable local employment requirements within the assigned region.
Monitor regional practices and identify potential compliance concerns.
Promptly escalate potential employment law, employee relations, safety, or policy risks.
Assist Corporate HR with audits, compliance reviews, investigations, and related initiatives.
Support required training and compliance activities as directed by the Head of Human Resources.
Ensure established HR processes are followed consistently throughout the region.
Maintain appropriate supporting documentation.
Workforce & Field Support
Maintain awareness of regional workforce trends, including employee relations activity, attendance concerns, turnover, onboarding challenges, and recurring employee issues.
Track and report regional HR activity as requested.
Support hourly, temporary, project-based, and field employees throughout the region.
Coordinate with Safety, Operations, Payroll, Recruiting, and other departments when employee matters require cross-functional involvement.
Participate in onsite HR support for investigations, employee meetings, significant events, or workforce matters as needed.
Provide the Head of Human Resources with visibility into significant regional trends, risks, and employee concerns.
Role Authority & HR Governance
The Regional HR Business Partner is responsible for executing day-to-day HR activities within established RockForce policies, procedures, and direction.
The role is expected to exercise sound judgment, independently gather facts, conduct investigations, prepare documentation, address routine employee questions, and identify matters requiring escalation.
The Head of Human Resources retains responsibility and final authority for:
HR strategy and governance;
Leadership and management coaching;
Development, interpretation, approval, and implementation of HR policies;
Final review and approval of significant employee relations documentation;
Significant disciplinary and termination decisions;
High-risk employee relations matters;
HR compliance strategy; and
Matters requiring Legal or executive review.
The Regional HR Business Partner does not independently establish or modify HR policies or provide formal leadership coaching.
Qualifications
Core Competencies
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
5+ years of progressive Human Resources experience.
Demonstrated employee relations and workplace investigation experience.
Experience supporting hourly, field-based, multi-location, or geographically dispersed employees.
Working knowledge of employment practices and HR compliance.
Ability to conduct investigations and prepare clear, professional documentation.
Strong written and verbal communication skills.
Ability to manage multiple priorities in a fast-paced environment.
Sound judgment and ability to recognize when matters require escalation.
Ability and willingness to travel throughout the Southwest region.
Must reside in Texas or be willing to relocate to Texas.
Preferred Skills
Experience supporting high-volume workforces.
Experience in live entertainment, events, staffing, hospitality, construction, logistics, production, or a similar operational environment.
Multi-state HR experience.
Experience supporting multiple business entities or operating units.
SHRM-CP, PHR, or similar HR certification.
Key Competencies
Conflict Resolution
HR Documentation
Employment Compliance
Sound Judgment
Professional Communication
Confidentiality
Relationship Management
Field HR Support
Risk Identification
Problem Solving
Organization & Follow-Through
Timely Escalation
Success Measures
Success In This Position Will Include
Timely response to emp

Work arrangement
Yes