H-1B Visa Regional Human Resources Director Jobs
Regional Human Resources Director jobs with H-1B visa sponsorship require employers to classify the role as a specialty occupation, grounding it in a bachelor's degree or higher in human resources, business administration, or a related field. Multi-state HR leadership roles at large employers offer the strongest sponsorship track record under H-1B.
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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 H-1B Visa Regional Human Resources Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Regional Human Resources Director Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Regional Human Resources Director
Align your credentials to specialty occupation standards
Pull the O*NET profile for HR managers and map your degree and experience to the listed knowledge requirements. USCIS scrutinizes HR director roles more closely than technical positions, so your degree field must visibly match the job duties.
Target employers with multi-state HR infrastructure
Organizations operating across multiple states need regional HR leadership that justifies a dedicated director-level hire. Search Migrate Mate to find employers with verified H-1B LCA filing history for HR leadership roles by region and industry.
Verify prevailing wage tier before accepting any offer
Use the OFLC Wage Search to look up the prevailing wage for your SOC code and work location before negotiations. Your offered salary must meet at least the Level III or IV wage to reflect senior director responsibilities USCIS expects at this level.
Confirm each worksite gets its own certified LCA
If your role covers employees across multiple states, each primary worksite requires a separately certified Labor Condition Application. Ask your employer's immigration counsel to identify all covered locations before the I-129 petition is filed.
Build a specialty occupation evidence file early
Gather your transcripts, job description, and any industry certifications like SHRM-SCP or SPHR before you start interviewing. USCIS requests for evidence on HR director petitions often center on degree relevance, so having documentation ready shortens response timelines significantly.
Prepare for cap timing using current USCIS guidance
H-1B cap selection rules have changed recently, so rely on current USCIS guidance rather than outdated information about registration windows. If you're already in H-1B status at another employer, an H-1B transfer can bypass the cap entirely.
H-1B Visa Regional Human Resources Director: Frequently Asked Questions
Does a Regional Human Resources Director role qualify as an H-1B specialty occupation?
Yes, when the position genuinely requires a bachelor's degree or higher in human resources, business administration, organizational psychology, or a directly related field. Employers sponsoring at the regional director level typically structure job duties around strategic workforce planning, compliance oversight, and labor relations work that supports the degree requirement. USCIS reviews the actual duties, not just the title, so the job description must clearly reflect degree-level responsibilities.
Which employers are most likely to sponsor H-1B visas for HR director roles?
Large enterprises and multinational corporations with dedicated HR functions and high employee headcounts sponsor most H-1B petitions for HR leadership positions. Industries with complex compliance environments, such as healthcare, financial services, and technology, generate the most regional HR director sponsorships. You can search employers with verified H-1B LCA filing history for HR roles on Migrate Mate, filtered by location and industry.
How does the LCA process work for a Regional Human Resources Director with multiple office locations?
Each primary worksite where you spend a meaningful portion of your time needs its own certified Labor Condition Application filed with DOL before USCIS receives the I-129 petition. The LCA locks in the prevailing wage for that specific metropolitan area, which matters significantly when regional HR roles span cities with different wage levels. Short-term assignments to unlisted worksites may qualify for a limited exemption, but regular multi-site work requires separate LCA coverage for each location.
What happens to my H-1B status if my employer restructures the HR organization?
If a restructuring changes your job duties, work location, or employment terms materially, your employer needs to file an amended I-129 petition with USCIS before those changes take effect. Organizational changes that move you to a different entity, such as a subsidiary or acquired company, typically require a full new petition. H-1B status is granted for up to three years and can be extended to a six-year maximum, so confirming your petition remains accurate protects that timeline.
Can I transfer my H-1B to a new employer for a Regional Human Resources Director role?
Yes, H-1B portability lets you start working for a new employer once they file a valid H-1B transfer petition with USCIS, without waiting for approval. The new employer must file their own certified LCA for your work location and submit a new I-129 petition. Because HR director roles face closer specialty occupation scrutiny than technical roles, ensure the new employer's job description clearly grounds the position in degree-level HR work before the petition is filed.