Regional Director Human Resources Acute Care Hospitals

One of the nation's largest and most respected providers of hospital and healthcare services, Universal Health Services, Inc. (UHS) has built an impressive record of achievement and performance. Growing steadily since its inception into an esteemed Fortune 500 corporation, annual revenues were $15.8 billion in 2024. UHS was again recognized as one of the World's Most Admired Companies by Fortune; listed in Forbes ranking of America's Largest Public Companies. Headquartered in King of Prussia, PA, UHS has approximately 99,000 employees and continues to grow through its subsidiaries. Operating acute care hospitals, behavioral health facilities, outpatient facilities and ambulatory care access points, an insurance offering, a physician network and various related services located all over the U.S. States, Washington, D.C., Puerto Rico and the United Kingdom. www.uhs.com

Join a dynamic organization driven by our passion for healthcare. UHS is seeking talented individuals who are eager to contribute their expertise and pursue rewarding careers. As a leader in acute care and behavioral health, UHS provides high-quality care to over 3 million patients annually, across our national network of facilities.

The UHS Corporate Human Resources Department is hiring a Regional Director - Human Resources Acute Care Division that will collaborates with corporate partners and facility teams to operationalize key strategic HR initiatives, aligning with the UHS Mission of providing superior qualtity healthcare services.

Regional HR Director - Acute Hospital Division

The chosen candidate will provide Human Resources strategy, guidance, and support for the Acute Care Hospital Leadership Teams in locations assigned, as well as other entities within the Acute Care Division. Aligns HR priorities with business priorities and works to drive business results. Provides HR expertise on organizational development, transitions, acquisitions, de novo projects, employee relations, recruitment, compensation, retention, compliance, wage and hour issues, and training. Understands operational functions of department, relationship with corporate and how own role is part of overall operation. Collaborates with the Division Director, Human Resources to ensure the execution and oversight of division HR strategy, policy, and processes. Develops excellent relationships with all members of leadership, is relied upon for advice and counsel, and is viewed as a strategic business partner. Assists with the development of HR capabilities and upskilling of HR resources in the field. Participates in recruitment and hiring of HRDs in assigned areas, as well as ongoing professional development and project assignments.

Duties and Responsibilities:

• Provides direction and support to HRDs and C-suite employees regarding a variety of HR-related issues, ensuring HR strategies align and support operational outcomes. Support leaders in the development of strategic initiatives, and long and short-range planning affecting Human Resources for the entities assigned.
• Oversees and participates in the delivery of HR services to align Facility HR with Facility/Company business needs. Conducts periodic needs assessment to align corporate HR priorities with Hospital business needs and regional strategic imperatives.
• Supports the development of talent management and engagement strategies for the areas assigned, overseeing internal and external recruitment plan and other related programs to attract quality applicants and retain employees. Oversees the design and execution of advertising campaigns, internal and external recruitment plans and other related programs to attract and maintain qualified candidates.
• Regularly reviews HR metrics to analyze recruitment, hiring, retention, turnover, etc. to recommend adjustments to strategies and/or program development.
• Works with and coordinates information with the corporate legal counsel on litigation and/or compliance issues, as required. Advises Administration and management of current legal requirements affecting regional employees and maintains an overall function compatible with these regulations.
• Provides guidance/counsel to facility leadership to maintain nonunion status of facilities through positive employee relations and culture of employee engagement.
• Provides consultation and direction to Facility HRDs, CEOs, and RVP regarding a variety of HR-related topics, including HR policies, practices, and emerging trends.
• Ensures standardized job descriptions, job postings, policies, processes, and practices in entities assigned based on UHS HR recommendations and best practices.
• Analyzes and interprets sensitive internal and external ER activities, including assigned Corporate Compliance matters. Investigates Corporate Compliance Hotline cases assigned. Manages Dispute Resolution appeal processes pursuant to policy in the areas assigned.
• Provides oversight into employee performance evaluation and merit process to ensure execution is consistent with division guidance and equitable application to all staff.
• Partners with Facility HR and Corporate Compensation team in designing, implementing, and administering competitive pay programs as well as monitoring internal equity issues.
• Based on HR metrics and in consultation with facility CEOs, and Division Director, HR identifies competency gaps of HRDs. Collaborates with Division Director and corporate subject matter experts to determine appropriate training programs and resources.
• Consults with Facility HRDs to identify training needs and/or competency gaps for staff.
• Coordinates recruitment and interview process to fill HR Director vacancies in the region. Provides onsite support to facilities during HR Director vacancies. Designs orientation and orients newly hired HRDs to the region.
• Conducts periodic HR Review/audits at Facility, identifies compliance issues, and constructs action plans with CEO and Division Director, HR Operations.
• Interprets HR policy and Employee Handbooks. Reviews policies and identified opportunities for revision and policy development based on changing HR and operational needs.
• Collaborates with the Loss Control Coordinator on Worker's Compensation issues as they relate to the areas assigned.
• Collaborate with Division Director, HR Operations to ensure vendor relationships align with division needs.
• Executes integration plans for newly acquired facilities in the region.
• Performs other duties as assigned/required.

Education Requirements:
* Bachelor's degree human resources or related field from a fully accredited college/university is required.
* Master's degree in human resources, business administration or related field from a fully accredited college/university is highly preferred.

License / Certification:
* Professional certification (PHR, SPHR, SHRM-CP or SMRM-SCP) or equivalent) is highly preferred.

Experience:
* Minimum of 10 years of professional HR experience, preferably in a for profit acute or behavioral health healthcare setting or related healthcare system experience.
* 8 years of progressively responsible management experience, holding a leadership role.
* HR management experience with multi-site and multi-state locations.
* Must have prior experience managing high volume full cycle recruitment process.
* Thorough knowledge of federal, state, and local employment laws. Experience with EEOC and other regulatory agencies.
* Knowledge of labor relations and union avoidance tactics.
* Possesses excellent communication, analytical, and organizational skills.

Skills:
* Knowledge of compensation practices and, also, knowledge of federal and state wage and hour laws.
* Knowledge of HRIS systems (e.g., Lawson, iCIMS, Workday, ATS, LMS, etc.).
* Proficient Microsoft office (e.g., Word, Excel, Power Point, etc.).
* Able to work collaboratively and effectively with the field to achieve good outcomes.
* Uses strong critical thinking skills to make solid recommendations and decisions based on timely, relevant information.
* Strong experience with HR operations & employee relations, HR staff management & development.
* Ability to maintain sensitive employee information as confidential.
* Must be responsive in managing issues that require timely management/oversight.
* Excellent verbal and written communication, analytical and organizational skills.
* Demonstrates practical and appropriate application of employment, labor relations, and general benefits laws in daily interactions and in responding to situations in the workforce.

Travel Requirement:
* Up to 25% travel.

EEO Statement

All UHS subsidiaries are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates. UHS subsidiaries are equal opportunity employers and as such, openly support and fully commit to recruitment, selection, placement, promotion and compensation of individuals without regard to race, color, religion, age, sex (including pregnancy, gender identity, and sexual orientation), genetic information, national origin, disability status, protected veteran status or any other characteristic protected by federal, state or local laws.

Avoid and Report Recruitment Scams

We are aware of a scam whereby imposters are posing as Recruiters from UHS, and our subsidiary hospitals and facilities. Beware of anyone requesting financial or personal information.

At UHS and all our subsidiaries, our Human Resources departments and recruiters are here to help prospective candidates by matching skill set and experience with the best possible career path at UHS and our subsidiaries. During the recruitment process, no recruiter or employee will request financial or personal information (e.g., Social Security Number, credit card or bank information, etc.) from you via email. Our recruiters will not email you from a public webmail client like Hotmail, Gmail, Yahoo Mail, etc.

If you suspect a fraudulent job posting or job-related email mentioning UHS or its subsidiaries, we encourage you to report such concerns to appropriate law enforcement. We encourage you to refer to legitimate UHS and UHS subsidiary career websites to verify job opportunities and not rely on unsolicited calls from recruiters.