Green Card Regional Human Resources Director Jobs
Regional Human Resources Director jobs with green card sponsorship require employers to complete PERM labor certification with the Department of Labor before filing an I-140 petition with USCIS. Most roles qualify under EB-2 for advanced-degree professionals or EB-3 for experienced HR leaders, leading to lawful permanent residency.
Find Green Card Regional Human Resources Director JobsOverview
Showing 5 of 6+ Regional Human Resources Director jobs
See all Regional Human Resources Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Regional Human Resources Director roles.
Get Access To All JobsLocation 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.
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.
See all Green Card Regional Human Resources Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Regional Human Resources Director Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Regional Human Resources Director
Align your credentials to EB-2 or EB-3
Pull your official transcripts and employment records before you apply. EB-2 requires a master's degree or a bachelor's plus five years of progressive HR experience. EB-3 covers a bachelor's degree alone. Knowing which category fits prevents mismatches during the I-140 stage.
Use O*NET to anchor your PERM job description
PERM job duties must reflect what the occupation genuinely requires, not what your employer prefers. Cross-reference the O*NET profile for HR managers to confirm your listed duties and minimum requirements align with prevailing industry standards before DOL recruitment begins.
Find sponsors through Migrate Mate before applying
Target companies with verified green card sponsorship history for HR leadership roles. Migrate Mate surfaces employers who have sponsored similar positions, so you approach the right organizations before investing time in applications to companies unlikely to run a PERM process.
Verify the prevailing wage tier early
Run the OFLC Wage Search for your target metro area and HR director SOC code before negotiations. PERM requires your offered salary to meet the DOL prevailing wage at the correct experience level, and a mismatch discovered late can delay or sink the filing.
Ask about PERM recruitment timing during offer talks
Employers must complete a 60-day DOL recruitment test before filing PERM, including specific ad placements and internal postings. Confirm your prospective employer has HR counsel experienced with this process, since gaps in recruitment documentation are a leading cause of PERM denials.
Preserve your priority date if you change employers
Once your original employer's I-140 is approved and your I-485 has been pending 180 days or more, AC21 portability lets you move to a new HR leadership role in a substantially similar occupation without losing your place in the priority-date queue.
Green Card Regional Human Resources Director: Frequently Asked Questions
Can a Regional Human Resources Director role qualify for EB-2 green card sponsorship?
Yes. Regional HR Director roles typically require a master's degree in human resources, business administration, or a related field, which meets the EB-2 advanced-degree standard. Alternatively, a bachelor's degree combined with at least five years of progressive HR management experience also satisfies EB-2 eligibility. Your employer documents the minimum requirements in the PERM application.
How is green card sponsorship different from H-1B sponsorship for this role?
Green card sponsorship leads to lawful permanent residency rather than a temporary status. The process is longer: your employer must first obtain a prevailing wage determination, complete a 60-day DOL recruitment test, and file PERM before submitting an I-140 with USCIS. Priority-date backlogs mean nationals of high-demand countries like India and China may wait years even after I-140 approval.
How do I find employers who sponsor green cards for HR director positions?
Search Migrate Mate to identify companies with a verified history of sponsoring green cards for HR leadership roles. Focusing on employers who have completed the PERM process before for similar positions significantly increases your chances of a successful application, since those organizations already have immigration counsel and established internal procedures.
What does the PERM recruitment test mean for my job search timeline?
Before filing PERM with the Department of Labor, your employer must run a mandatory 60-day recruitment effort that includes specific job postings, internal notices, and documentation of all applicants considered. This means the green card process cannot start until after you've accepted an offer and the employer is ready to begin that recruitment window, often adding several months before the I-140 is even filed.
What happens to my green card case if I change jobs after the I-140 is approved?
If your I-485 adjustment-of-status application has been pending for 180 days or more, AC21 portability allows you to move to a new employer in the same or a substantially similar occupation without restarting the process. Your approved priority date can also carry over to a new employer's I-140 petition, protecting your place in the queue.