Regional Chief Human Resources Officer

Regional Chief Human Resources Officer

University of Michigan Health Regional System – Michigan Medicine

Location: Lansing, MI

Reporting Relationship: The Regional CHRO reports directly to Margaret Dimond, PhD, System President – University of Michigan Health Regional System.

University of Michigan is a world‑premier public university recognized globally for its academic excellence. Michigan Medicine, part of this institution, is consistently ranked among the nation’s leading academic medical centers and health systems.

The University of Michigan Health Regional System is the result of a merger between University of Michigan Health and Sparrow Health System, bringing together multiple hospitals and community‑based settings across Michigan and employing approximately 11,000 team members.

The Regional CHRO plays a central role in advancing workforce strategy, modernizing HR systems, enhancing equitable team‑member experience, and managing labor relations in a highly unionized environment.

Direct Reports

• Regional Director, Human Resources Operations
• Regional Director, Benefits
• Regional Director, Talent Acquisition and Compensation
• Regional Director, Provider Compensation
• Senior Labor Adviser
• Executive Assistant

Key Responsibilities

• Serve as a strategic advisor to the CEO, Board, and Executive Leadership Team on workforce trends, labor economics, and organizational capability.
• Align HR strategy across acute care hospitals, ambulatory sites, specialty clinics, and corporate services, fostering leadership accountability and alignment across all locations.
• Ensure consistent team‑member experience across the region by implementing policies, programs, and organizational development initiatives that support a unified experience and culture.
• Oversee enterprise recruiting strategies for nurses, allied health professionals, and non‑clinical staff.
• Address critical staffing challenges including nurse shortages, ancillary services, and agency labor reduction strategies.
• Develop retention strategies targeting burnout, turnover, and workforce engagement.
• Ensure succession planning for key clinical, operational, and executive roles.
• Design and govern competitive, equitable total rewards programs aligned with healthcare labor markets.
• Oversee physician compensation frameworks compliant with:
  • Stark Law
  • Anti‑Kickback Statute
  • Fair Market Value (FMV) requirements
• Ensure benefit offerings support recruitment, retention, and workforce well‑being.
• Maintain pay equity and compliance with state and federal regulations.
• Lead labor relations strategy and oversee collective bargaining negotiations and contract administration where applicable.
• Partner with hospital leadership to resolve workforce disputes and mitigate labor risk.
• Ensure consistent labor practices across facilities while respecting local market conditions.
• Oversee succession planning and talent pipelines at system and hospital levels.
• Oversee leadership development and change management programming, including semi‑annual all‑leadership meetings.
• Oversee team‑member experience survey, reporting, and improvement plans.
• Serve as a key member of the executive leadership team.
• Present on workforce‑related topics to the Board and relevant committees.
• Act as administrative liaison to the Regional Human Resources Compensation Committee, including ongoing support for executive and physician total compensation.
• Work in conjunction with Academic Medical Partners to ensure scalable, integrated HR technology platforms across the enterprise.
• Ensure regional compliance with all workforce‑related regulations, including Joint Commission standards, CMS Conditions of Participation, state licensing and credentialing requirements, EEOC, FMLA, ADA, OSHA, and labor laws.
• Partner with legal, compliance and risk teams to mitigate workforce‑related risk.

Qualifications

• Minimum 15 years of progressive HR leadership experience, including senior‑level roles (Director, Senior Director, Vice President).
• Minimum 7–10 years in a healthcare setting, preferably within a multi‑hospital system, academic medical center or large integrated delivery network.
• Direct experience leading HR across multiple locations or regions.
• Demonstrated experience managing large, diverse workforces (clinical and non‑clinical).
• Experience leading or supporting labor negotiations, workforce restructuring or transformation, and workforce strategy during periods of financial or operational pressure.
• Prior responsibility for multiple‑site HR budgets and labor cost management.
• Proven track record of building and leading high‑performing HR leadership teams.
• Strong working knowledge of physician compensation frameworks, including Fair Market Value, Stark Law and Anti‑Kickback Statute requirements.
• Knowledge of union and non‑union labor environments, including collective bargaining processes.
• Knowledge of enterprise HR operating models, shared services and HR Business Partner structures.
• Familiarity with HRIS platforms and workforce analytics in complex healthcare environments; experience implementing enterprise HR technology transformations preferred.
• Experience with mergers, acquisitions and post‑merger workforce integration in healthcare preferred.

Skills & Abilities

• Proven ability to lead and influence at the Board and executive level.
• Ability to communicate complex workforce issues to diverse stakeholders, including Boards, regulators, unions and community partners.
• Exceptional change management skills in highly regulated, mission‑driven environments.
• Advanced systems‑thinking capability and data‑driven decision‑making skills across complex clinical and operational environments.
• High emotional intelligence and ability to lead through complexity, stress and transformation.
• Strong executive coaching and leadership development skills.
• Demonstrated ability to lead culture transformation in large healthcare organizations.

Education

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration or related field; Master’s degree (MBA, MHA, MPA or equivalent) preferred.
• SPHR or SHRM‑SCP credential.

Apply

Please visit https://jobs.candidate.kornferry.com/go/ext/IJ003I/242 to apply.