Regional Human Resources Director Jobs in USA with Visa Sponsorship
Regional Human Resources Director roles qualify as specialty occupations under H-1B visa, requiring a bachelor's degree in human resources, business administration, or a related field. Employers file a Labor Condition Application before sponsoring, and the role's strategic scope across multiple locations strengthens the specialty occupation argument considerably.
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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 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 JobsTips for Finding Regional Human Resources Director Jobs
Frame your credentials around multi-site scope
Regional HR Director roles span multiple locations, so your resume and credentials should document cross-state workforce oversight, not just generalist duties. USCIS scrutinizes whether the role genuinely requires a specialized degree, and multi-site complexity strengthens that argument.
Use O*NET to anchor your specialty occupation case
Pull the O*NET occupation profile for HR managers and extract the degree requirements and specialized knowledge listed. Your employer's attorney will use this to demonstrate the role qualifies as a specialty occupation, so knowing it in advance helps you brief the hiring manager accurately.
Target employers with existing HR sponsorship history
Use Migrate Mate to find employers who have already sponsored H-1B petitions for HR management roles. Prior filings signal that the company's legal team understands how to classify the position as a specialty occupation, reducing the risk of an RFE on that basis.
Verify prevailing wage tier before accepting an offer
Run the posted role through OFLC Wage Search using the correct metropolitan area and HR manager occupation code. Regional Director titles often map to a higher wage level than a standard HR manager, and accepting an offer below the certified LCA wage creates a compliance problem for your employer.
Clarify PERM eligibility early for EB-2 green card planning
If you want permanent residence, ask whether the employer has filed PERM labor certifications for HR leadership roles before. PERM requires demonstrating no qualified U.S. workers are available, which is harder to prove for a broad regional role than a narrowly defined specialty position.
Confirm the employer is E-Verify enrolled before STEM OPT
If you're on STEM OPT and your HR degree is from a STEM-designated program, your employer must be E-Verify enrolled for the 24-month extension to remain valid. Confirm enrollment status directly with HR before your initial OPT expires, since retroactive enrollment doesn't restore lost authorization.
Frequently Asked Questions
Does a Regional Human Resources Director role qualify as a specialty occupation for H-1B?
Yes, provided the role genuinely requires a bachelor's degree or higher in human resources, business administration, organizational psychology, or a directly related field. The regional scope matters: a role overseeing workforce strategy, compliance, and labor relations across multiple states presents a stronger specialty occupation argument than a generalist HR coordinator position. USCIS may issue an RFE if the job description is broad, so a precise duties list is essential.
What degree does an employer typically require for H-1B sponsorship in this role?
Most employers require a bachelor's degree in human resources management, business administration, industrial-organizational psychology, or a closely related field. An MBA with an HR concentration is commonly accepted. USCIS looks for a direct relationship between the degree field and the job duties, so a general business degree with no HR coursework may not satisfy the specialty occupation standard without additional evidence.
How do I find employers who sponsor visas for Regional HR Director positions?
Migrate Mate lists employers with verified sponsorship history for HR management roles, searchable by location and seniority level. Because Regional HR Director positions involve senior decision-making authority, targeting employers in industries with established immigration programs, such as technology, healthcare systems, and multinational manufacturing, increases your chances of finding a willing sponsor.
Is it harder to get H-1B sponsorship for a regional leadership role than a staff-level HR role?
In some ways it's easier, because a director-level role with multi-site responsibility more clearly demands a specialized degree and advanced expertise, strengthening the specialty occupation argument. The challenge is that fewer open positions exist at director level, and employers may prefer internal promotions. Demonstrating that your foreign HR credentials and cross-regional experience are not easily replicated by a domestic candidate helps differentiate your application.
Can a Regional HR Director pursue a green card while on H-1B, and how does the PERM process apply?
Yes. H-1B status allows dual intent, so you can pursue an employment-based green card, typically through the EB-2 or EB-3 category, without jeopardizing your nonimmigrant status. Your employer would need to complete PERM labor certification, which requires advertising the Regional HR Director role and demonstrating that no qualified U.S. workers applied. For senior leadership roles, the recruitment requirements under PERM can be demanding, so early planning with the employer's immigration counsel is advisable.
What is the prevailing wage requirement for sponsored Regional Human Resources Director jobs?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.