The Organization 

University of Michigan - Health Network 

University of Michigan Health Network, comprised of the legacy organizations of Sparrow Health System and University of Michigan-West, including their respective medical groups, have joined together to create a high quality statewide network. The goal of creating a statewide health system is to provide extraordinary care across the state of Michigan. Combining legacy systems, University of Michigan Health-West and Sparrow Health System to establish the Regional Health system, and further integrating with the academic medical center (University of Michigan Health Ann Arbor), requires ongoing integration and tremendous collaboration. Much of the integration work to date has been “business” focused. The University of Michigan Health is now moving toward clinical integration, which requires establishing the infrastructure, programs, and relationships to drive exemplary access, safety, quality, and experience for UMH patients and the communities it serves. The key pillars of clinical integration initiative include:

• Advancing Population Health
• Expanding Local Clinical Programs
• Achieving Coordinated, Statewide Clinical Care
• Leveraging Innovative Technology Infrastructure

University of Michigan Health-Sparrow Health System has grown to become the region’s largest health system, and its diverse range of facilities offer some of the most advanced medical technology available in the world. University of Michigan Health-Sparrow’s impact is felt across Mid-Michigan at more than 115 sites of care: at University of Michigan Health-Sparrow Lansing, community hospitals in Carson City, Charlotte, Ionia and St. Johns, and the 526 primary care providers and specialists serving patients across the region. University of Michigan Health-Sparrow provides the best emergency care in Mid-Michigan as the region’s only Level 1 Trauma Center. The health system also offers dozens of satellite care centers, University of Michigan Health-Sparrow Health Center Lansing, the University of Michigan Health-Sparrow Health Science Pavilion, and the only hospital-based health clubs in mid-Michigan, the Michigan Athletic Club and AL!VE. University of Michigan Health-Sparrow partners with leading medical organizations to offer expanded healthcare services throughout the Mid-Michigan region.

University of Michigan Health-West is a nonprofit multispecialty medical provider that is relentlessly advancing health to serve West Michigan as part of the state’s top-ranked health system. Founded in Grand Rapids in 1942 by a group of osteopathic doctors, our organization today serves more than 250,000 patients annually at 30 locations across four counties, including a 208-bed teaching hospital in Wyoming, Michigan. More than 61,000 emergency patients are treated each year at the hospital, a Verified Level II Trauma Center, certified Comprehensive Stroke Center and accredited Chest Pain Center. Our physician-led medical group, University of Michigan Health Partners, drives excellence and convenient access to primary and specialty care, including the expertise of University of Michigan Health, consistently ranked among the nation’s top academic medical centers. In addition to earning top grades for safety and quality, University of Michigan Health-West is consistently recognized as a leader in the use of technology and as an inclusive employer of choice. It supports the health and wellness of all in the community, offering free Live Healthy education programs as well as outreach clinics to underserved areas.

The Position 

The Regional Chief Human Resources Officer (CHRO) is a strategic executive responsible for leading enterprise-wide human capital strategy across multiple hospital locations. The CHRO ensures workforce readiness, regulatory compliance, clinical and non-clinical talent sustainability, and organizational resilience while aligning people strategy with patient care quality, safety, financial performance, and community mission.

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, implementing policies, programs and organizational development initiatives that support a consistent 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, and 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 programing 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.
• Serves 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, Sate licensing and credentialing requirements, EEOC, FMLA, ADA, OSHA and labor laws.
• Partners with legal, compliance and risk to mitigate workforce related risk.

Experience

• Minimum 15 years of progressive HR leadership experience, including senior level leadership (Director, Senior Director, Vice President) roles.
• Minimum 7-10 years in a healthcare setting, preferably within multi-hospital system, academic medical centers or large integrated delivery networks.
• 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).
• SPHR or SHRM-SCP

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Korn Ferry shall provide equal employment opportunity to all qualified candidates, and will refer candidates without regard to race, color, religion, national origin, sex, age, disability, veteran status or any other legally protected basis. Artificial Intelligence tools may be used in connection with the recruitment process for this position.