Market Chief Human Resources Officer, Piedmont Medical Network

Tenet Healthcare Corporation (NYSE: THC) is a diversified healthcare services company headquartered in Dallas. Our care delivery network includes United Surgical Partners International, the largest ambulatory platform in the country, operating ambulatory surgery centers and surgical hospitals. We also operate a national portfolio of acute care and specialty hospitals, outpatient facilities, a network of leading employed physicians, and a global business center in Manila, Philippines. Our Conifer Health Solutions subsidiary provides revenue cycle management and value-based care services to hospitals, health systems, physician practices, employers, and other clients.

About the Market

Piedmont Medical Network, Rock Hill, South Carolina, is a 282-bed full-service, Level III trauma hospital (advancing to Level II in 2026) with a Level III NICU, a comprehensive heart and vascular center, and an Advance Primary Stroke Center serving York County and beyond. Piedmont Medical Network Fort Mill is a 100-bed community hospital providing robotic surgical services, orthopedics, a bariatric center of excellence, and OB services. PMN offers emergency services at four locations: Rock Hill, Fort Mill, Gold Hill, and Indian Land (opening May 2026). Additional services include imaging at the Women’s Diagnostic Center, a pain center, and a wound care center. With over 600 active physicians, 200 advanced practice providers, and 2,000 full- and part-time employees, PMN is committed to delivering high-quality healthcare to York, Chester, and Lancaster counties. Piedmont Medical Network is fully accredited by The Joint Commission and licensed by the state of South Carolina.

About the Role

The Market Chief Human Resources Officer for the Piedmont Market Network serves as a strategic advisor to hospital and group leadership, providing consultancy on HR issues, ensuring implementation of HR processes, systems, policies, and programs, and leading the resolution of employee relations matters. This role is accountable for attracting, developing, and retaining key talent while acting as a liaison to ensure appropriate HR service delivery in talent management, total rewards, talent acquisition, learning, and organizational design.

Responsibilities

• Consult with business leaders on critical capability and capacity gaps, talent needs, compensation, organization effectiveness, employee development, and labor management strategies.
• Partner with Hospital Tenet Centers of Excellence (CoEs) leaders to implement strategic HR solutions and interventions, ensuring SLA and KPI targets are met.
• Stay abreast of key industry trends and best practices by partnering with external HR groups and societies.
• Collaborate with senior HR leaders to evolve the HR service delivery model.
• Act as the primary HR contact for the business, providing solutions and services.
• Lead a team of hospital HR and Employee Health professionals across markets.
• Translate business strategies into HR initiatives during strategic meetings (e.g., budget process, strategic planning).
• Manage labor and productivity initiatives to deliver cost improvements in overtime, premium labor, headcount efficiency, and contract labor.
• Ensure the acquisition, development, and performance of leading talent, partnering with HR teams to meet sourcing, staffing, and onboarding needs.
• Build the capability of direct reports and the broader HR team, supporting their development and career goals.
• Use data analytics and insights to design innovative HR solutions aligned with business needs.
• Deploy business-relevant processes and solutions to drive strategy, talent management, engagement, and organizational effectiveness.
• Provide coaching to managers on analyzing and identifying solutions to drive business outcomes and organizational capability.
• Drive simplification and elimination of non-value-added work, identifying efficiencies and improving organizational effectiveness.
• Coach senior leaders on effective talent, organizational, and employee engagement strategies.
• Lead culture change initiatives, including gap analysis, action planning, and communication to achieve business objectives.
• Leverage external networks to understand market trends and apply leading practices to organizational strategy.
• Identify the need for HR solutions and partner across HR to integrate and broker these services.
• Oversee and improve work-intake and contracting processes to align priorities and deliverables at enterprise, business unit, and channel levels.
• Perform other duties as assigned.

Requirements

• 10+ years of experience providing Human Resources services, solutions, and leadership in roles of varying size, complexity, and business model maturity.
• Experience partnering with business leaders to develop, design, and implement strategic human resources strategies.
• Ability to manage and develop senior HR functional and leadership capability.
• Led organization design, restructuring, and strategic workforce planning initiatives.
• Successfully led complex, system-wide organizational change resulting from operating model transformation, business startup, mergers and acquisitions, or business consolidation.
• Experience enhancing organizational culture through organizational effectiveness and development strategies that improve employee engagement, commitment, and satisfaction.
• Highly skilled in executing core HR processes, including talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, and organizational development.
• Diverse background in multiple industries and/or operating units within the same organization.

Skills

• Ability to influence senior leaders and diverse perspectives toward common goals.
• Analytical and diagnostic skills to assess business and people performance, organizational climate, and culture, using data to drive insights and outcomes.
• Ability to balance enterprise and business-specific requirements through high-quality HR business partnering, consultative skills, and business knowledge.
• Experience developing, leading, and implementing organization and functional change management strategies, initiatives, and processes.
• Ability to identify, develop, and retain high-quality talent using multiple engagement and reward levers.
• Strong budget management skills, including P&L interpretation, understanding key business drivers, and cost-benefit analysis.
• Ability to manage multiple priorities and initiatives while delivering within cost, timing, and change impact expectations.
• Strong organizational planning, critical thinking, and prioritization skills.
• Ability to inspire and motivate all levels of the HR organization, from frontline staff to senior professionals.
• Ability to develop strategy and translate it into clear, actionable initiatives and plans.
• Demonstrates courageous leadership in making balanced, difficult, and complex decisions despite opposition.

Qualifications

• Bachelor’s degree in Human Resource Management or a related field.
• Master’s degree in Human Resources or a related field (preferred).

Benefits

• Competitive compensation program tailored to the selected candidate, including base salary and performance bonus.
• Comprehensive, well-rounded benefits program.
• Relocation assistance.