Regional Director, Human Resources

Location Address:

9521 San Mateo NE Albuquerque, NM 87113-2237

Summary:

Regional Director, Human Resources
Presbyterian Healthcare Services (PHS) seeks a strategic, collaborative, and influential Human Resources leader to serve as its next Regional Director, Human Resources. This highly visible leadership role serves as the senior HR partner for the Regional Delivery System and is responsible for delivering comprehensive human resources strategy, employee relations support, workforce planning, leadership development, and organizational effectiveness initiatives across multiple facilities and service locations.
As healthcare organizations continue to navigate workforce shortages, labor market pressures, leadership development needs, employee engagement challenges, and increasing regulatory complexity, Presbyterian is seeking an HR executive who can balance strategic business partnership with operational excellence.
The Regional Director serves as a trusted advisor to Regional Executive Leadership and plays a critical role in ensuring the successful execution of human capital strategies that support organizational growth, workforce stability, employee engagement, and exceptional patient care. This leader will oversee regional HR operations while partnering closely with Centers of Excellence across Talent Acquisition, Compensation, Benefits, Employee Relations, Learning & Development, and Human Resources Operations.
The ideal candidate is an experienced healthcare HR leader who excels at building relationships, coaching leaders, navigating complex employee relations matters, and creating people strategies that drive business outcomes.

Job Description:

Strategic Human Resources Leadership

• Serve as the senior HR advisor to Regional Executive Leadership.
• Develop and execute workforce strategies that support organizational objectives and operational performance.
• Partner with leaders to address talent, organizational design, succession planning, workforce engagement, and leadership development needs.
• Translate business priorities into actionable people strategies.
• Ensure alignment between regional workforce initiatives and enterprise human capital objectives.

Employee Relations & Workforce Risk Management

• Lead employee relations strategy and provide oversight for complex and sensitive workforce matters.
• Ensure timely and effective resolution of employee concerns, complaints, workplace investigations, and organizational issues.
• Oversee complex employee relations investigations involving workplace conduct, performance, discrimination, harassment, retaliation, workplace violence, and other sensitive matters.
• Partner with Legal, Compliance, and senior leadership on employment-related risk mitigation strategies.
• Serve as a key organizational resource regarding employment law, policy interpretation, and employee relations best practices.

Leadership Coaching & Organizational Effectiveness

• Provide executive coaching and consultation to leaders at all levels.
• Support leadership effectiveness, organizational development, team performance, and succession planning initiatives.
• Partner with operational leaders to strengthen engagement, accountability, and workforce performance.
• Lead change management efforts associated with organizational initiatives and strategic priorities.
• Foster a culture of inclusion, accountability, engagement, and continuous improvement.

Human Resources Operations

• Ensure effective delivery of HR services across recruitment, onboarding, performance management, employee relations, benefits administration, compliance, and workforce planning.
• Lead and develop regional HR teams to ensure consistent service delivery and operational excellence.
• Collaborate with enterprise HR functions to implement system-wide policies, programs, and initiatives.
• Monitor HR service levels and continuously improve operational effectiveness and customer satisfaction.

Compliance, Regulatory & Policy Oversight

• Ensure compliance with organizational policies and applicable federal, state, and regulatory requirements.
• Maintain adherence to employment laws, Joint Commission standards, state licensure requirements, and healthcare workforce regulations.
• Monitor HR practices to ensure consistency, compliance, and risk mitigation.
• Support audits, regulatory reviews, accreditation surveys, and compliance initiatives.

Workforce Analytics & Data-Driven Decision Making

• Monitor and analyze key workforce metrics, trends, and organizational performance indicators.
• Utilize employee relations, engagement, turnover, retention, and workforce planning data to identify opportunities and risks.
• Provide executive leaders with actionable workforce insights and strategic recommendations.
• Support organizational decision-making through meaningful HR reporting and analytics.

Compensation, Benefits & Employee Support

• Partner with Compensation and Benefits teams to support workforce planning and employee experience initiatives.
• Coordinate employee health and workforce support activities related to workers' compensation, leave management, ADA, FMLA, and disability programs.
• Ensure employees and managers receive effective guidance and support regarding benefits, leave, and employment programs.

Financial Management

• Develop and manage departmental operating budgets.
• Monitor financial performance and resource utilization.
• Ensure efficient use of organizational resources while maintaining service excellence.
• Identify opportunities to improve operational effectiveness and reduce costs.

Team Leadership & Talent Development

• Recruit, develop, mentor, and retain high-performing HR professionals.
• Establish performance expectations and accountability measures.
• Build organizational capabilities within the HR team to support evolving business needs.
• Foster a culture focused on service excellence, partnership, innovation, and continuous learning.

Success Measures

Within the first 12–24 months, the Regional Director will be expected to:

• Establish trusted advisor relationships with regional executives and operational leaders.
• Improve leadership capability through coaching, succession planning, and workforce development initiatives.
• Reduce employee relations risk through proactive consultation, effective investigations, and workforce engagement strategies.
• Improve employee engagement, retention, and workforce stability metrics.
• Strengthen HR service delivery and customer satisfaction across assigned facilities.
• Enhance compliance with employment laws, regulatory standards, and organizational policies.
• Develop meaningful workforce dashboards and reporting that support data-driven decision-making.
• Build a high-performing HR team capable of supporting complex healthcare operations.
• Successfully lead organizational change initiatives and workforce transformation efforts.

Additional Job Description:

Required

• Minimum of 8 years of progressive Human Resources experience.
• Significant employee relations experience within a complex organization.
• Experience advising senior leaders on workforce, organizational, and employee relations matters.
• Experience leading HR teams and managing multiple HR functions.
• Proven ability to coach leaders and influence organizational outcomes.

Preferred

• Healthcare, hospital, or integrated delivery system experience.
• Previous HR Director, Senior HR Business Partner, Regional HR Leader, or HR Operations leadership experience.
• Experience managing complex workforce investigations and employment-related litigation support.
• Experience with workforce analytics, organizational development, and succession planning initiatives.

Benefits
Benefits are effective day-one (for .45 FTE and above) and include:

• Competitive salaries
• Full medical, dental and vision insurance
• Flexible spending accounts (FSAs)
• Free wellness programs
• Paid time off (PTO)
• Retirement plans, including matching employer contributions
•  Continuing education and career development opportunities
• Life insurance and short/long term disability programs

About Us
Presbyterian Healthcare Services is a locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, it is the state's largest private employer with approximately 11,000 employees.
 
Presbyterian's story is really the story of the remarkable people who have chosen to work here. Starting with Reverend Cooper who began our journey in 1908, the hard work of thousands of physicians, employees, board members, and other volunteers brought Presbyterian from a tiny tuberculosis sanatorium to a statewide healthcare system, serving more than 700,000 New Mexicans.
 
We are part of New Mexico's history - and committed to its future. That is why we will continue to work just as hard and care just as deeply to serve New Mexico for years to come.

About New Mexico
New Mexico's unique blend of Spanish, Mexican and Native American influences contribute to a culturally rich lifestyle. Add in Albuquerque's International Balloon Fiesta, Los Alamos' nuclear scientists, Roswell's visitors from outer space, and Santa Fe's artists, and you get an eclectic mix of people, places and experiences that make this state great.
 
Cities in New Mexico are continually ranked among the nation's best places to work and live by Forbes magazine, Kiplinger's Personal Finance, and other corporate and government relocation managers like Worldwide ERC.
 
New Mexico offers endless recreational opportunities to explore, and enjoy an active lifestyle. Venture off the beaten path, challenge your body in the elements, or open yourself up to the expansive sky. From hiking, golfing and biking to skiing, snowboarding and boating, it's all available among our beautiful wonders of the west.
 
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.