Regional Director

Roles and responsibilities

1. Team Coaching and Development

• Provide Training and Support: Deliver ongoing training, coaching, and mentorship to team leaders and staff across multiple locations within the region.
• Assess Team Performance: Monitor and evaluate individual and team performance, identifying areas for improvement and providing actionable feedback.
• Develop Leadership: Focus on developing leadership potential within the teams by identifying future leaders and offering tailored coaching programs.
• Encourage Continuous Learning: Promote a culture of continuous learning and self-improvement by facilitating workshops, seminars, or one-on-one sessions.

2. Regional Performance Management

• Set and Monitor Goals: Work with team leaders to set clear, measurable performance goals for each location. Regularly track progress toward these goals.
• Evaluate KPIs: Analyze key performance indicators (KPIs) to assess team effectiveness, identify gaps, and implement strategies to improve performance across the region.
• Consistency in Standards: Ensure consistent service and operational standards across all locations in the region, making sure that all teams adhere to company guidelines.

3. Leadership and Communication

• Effective Communication: Serve as a liaison between upper management and regional teams, ensuring that strategies, goals, and feedback are communicated clearly and effectively.
• Build Relationships: Foster strong working relationships with local managers, team members, and other stakeholders to encourage collaboration and a positive work environment.
• Conflict Resolution: Address any conflicts or issues that arise within teams or between locations, providing guidance and solutions to maintain harmony and productivity.

4. Coaching and Development Programs

• Tailored Coaching Plans: Develop and implement individual coaching plans based on the needs of each team or location. Ensure these plans align with the overall organizational strategy.
• On-the-Job Coaching: Provide hands-on coaching at various locations, observing team dynamics and providing real-time feedback to enhance performance.
• Follow-up and Support: Offer follow-up sessions after initial training or coaching to ensure sustained improvement and resolve any new challenges that may arise.

5. Training Materials and Resources

• Develop Training Materials: Create or adapt training materials to be used across the region, ensuring they are relevant and support the development of team members.
• Resource Allocation: Ensure that each location has access to the necessary resources, tools, and support to implement training effectively.

6. Regional Strategy Implementation

• Execute Regional Plans: Assist in implementing regional initiatives and strategies, adapting the company’s objectives to meet the needs of each location.
• Monitor Implementation: Oversee the progress of new strategies and initiatives across locations, ensuring they are successfully integrated and followed through.

7. Reporting and Documentation

• Regular Reporting: Provide regular updates to senior management on team progress, training activities, and the status of coaching programs in each location.
• Track Performance Trends: Maintain records of performance trends, coaching outcomes, and training effectiveness to identify areas of improvement and adjust strategies accordingly.
• Documentation of Successes and Challenges: Document and share best practices, as well as challenges encountered, to improve future coaching efforts across the region.

Desired candidate profile

1. Education and Experience

• Educational Background: A bachelor’s degree in business, management, psychology, or a related field is preferred. Additional certifications in coaching or leadership development can be an asset.
• Experience: At least 3-5 years of experience in coaching, training, or leadership roles, preferably within a similar industry (e.g., retail, hospitality, sports, or corporate settings).
• Management Experience: Prior experience managing teams or individuals across multiple locations or regions is a strong advantage.

2. Key Skills and Competencies

• Coaching and Mentoring: Strong experience in coaching individuals and teams to achieve performance improvement, with a focus on practical, actionable advice and ongoing support.
• Leadership Skills: Proven ability to inspire, motivate, and develop leaders within a team. Ability to set clear expectations and hold team members accountable for their performance.
• Performance Management: Expertise in assessing team performance, setting KPIs, and tracking progress. Ability to identify performance gaps and implement strategies for improvement.
• Effective Communication: Excellent communication skills, both verbal and written, with the ability to engage and influence individuals at all levels. Comfortable delivering feedback constructively.
• Conflict Resolution: Skilled in managing and resolving conflicts, addressing challenges, and fostering a collaborative team culture.

3. Behavioral and Personal Attributes

• Empathy and Emotional Intelligence: Strong ability to understand and relate to team members’ challenges and motivations. Capable of adapting coaching styles to suit individual needs and personalities.
• Adaptability: Ability to adapt coaching strategies to meet the unique needs of different locations and teams, balancing regional differences and local challenges.
• Results-Driven: Focused on achieving measurable results, with a strong drive to meet objectives and improve team performance. Comfortable working in a target-driven environment.
• Problem-Solving and Innovation: Proactive in finding solutions to challenges within the region and coming up with innovative strategies to overcome obstacles.

4. Management and Operational Skills

• Strategic Thinking: Ability to develop and implement regional strategies aligned with broader organizational goals. Capable of understanding larger business objectives and translating them into actionable coaching and performance plans.
• Organizational Skills: Exceptional organizational and time management skills to manage multiple teams across different locations. Ability to prioritize tasks and resources efficiently.
• Cross-Functional Collaboration: Comfortable working closely with senior management, HR, and other departments to ensure that coaching programs are aligned with company goals and operational requirements.