How to hire a regional director

How to hire a regional director, step by step

Here's a step-by-step regional director hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a regional director job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new regional director
• Step 8: Go through the hiring process checklist

What does a regional director do?

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1. Identify your hiring needs

   First, determine the employments status of the regional director you need to hire. Certain regional director roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A regional director's background is also an important factor in determining whether they'll be a good fit for the position. For example, regional directors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of regional directors.

   Type of Regional Director	Description	Hourly rate
   Regional Director	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$19-70
   Director Of Sales And Operations	Directors of Sales and Operations are executives who oversee the performance of the company. They set the strategic direction for the company's sales force... Show more	$48-90
   Regional Operation Manager	A regional operation manager is in charge of overseeing multiple stores or warehouses in a particular region, ensuring efficiency and profitability. Their responsibilities typically revolve around setting sales targets, devising marketing and workforce management strategies, and gathering extensive data to produce progress reports and presentations... Show more	$27-50

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Healthcare
   • Patients
   • Customer Service
   • Oversight
   • Professional Development
   • Financial Performance
   • Human Resources
   • Project Management
   • Business Development
   • Work Ethic
   • Performance Management
   • Risk Management
   • Direct Reports
   • Strategic Plan

   Check all skills

   Responsibilities:

   • Achieve 140 RevPAR index for first year, first place in STR report.
   • Recruit, train, and manage multiple alumni boards of volunteers.
   • Achieve $20 ADR increase through mix of business and capturing multiple new accounts.
   • Achieve five-star rating in each of the CMS rating system categories for a skil rehab facility.
   • Lead all hotels to make or exceed budget by analyzing market / making ADR adjustments as needed.
   • Manage marketing and sales SaaS desktop/mobile application that enable doctors and nurses to access lab results anywhere and on any device.

   More regional director duties

3. Make a budget

   Including a salary range in your regional director job description helps attract top candidates to the position. A regional director salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a regional director in North Dakota may be lower than in Connecticut, and an entry-level regional director usually earns less than a senior-level regional director. Additionally, a regional director with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average regional director salary

   $78,190yearly

   $37.59 hourly rate

   ---

   Entry-level regional director salary

   $41,000 yearly salary

   Updated December 29, 2025

   Average regional director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$96,756	$47
   2	District of Columbia	$91,142	$44
   3	Pennsylvania	$90,194	$43
   4	Maine	$88,977	$43
   5	Virginia	$88,847	$43
   6	New Jersey	$86,274	$41
   7	California	$84,470	$41
   8	Michigan	$83,546	$40
   9	Massachusetts	$81,082	$39
   10	Nevada	$76,875	$37
   11	North Carolina	$75,600	$36
   12	Indiana	$74,627	$36
   13	Florida	$73,876	$36
   14	Washington	$73,487	$35
   15	Rhode Island	$72,970	$35
   16	Arizona	$71,478	$34
   17	Texas	$70,973	$34
   18	Maryland	$68,212	$33
   19	Minnesota	$67,506	$32
   20	Missouri	$66,611	$32

   Average regional director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Sidley Austin	$217,648	$104.64
   2	Brookfield Properties	$204,338	$98.24	7
   3	Citi	$179,923	$86.50	144
   4	Creative Associates International	$179,329	$86.22	1
   5	FUJIFILM Diosynth Biotechnologies	$171,279	$82.35	2
   6	ServiceNow	$170,091	$81.77	30
   7	Ngam Advisors, L.P.	$167,436	$80.50	3
   8	Rubrik	$167,033	$80.30	185
   9	Avanade	$164,640	$79.15
   10	Walton Street Capital	$163,855	$78.78
   11	Baystate Health	$162,103	$77.93	1
   12	Alexion Pharmaceuticals	$161,911	$77.84	5
   13	D.R. Horton	$156,146	$75.07	3
   14	Vertex Pharmaceuticals	$155,266	$74.65	14
   15	Merck	$154,705	$74.38	118
   16	Microsoft	$154,652	$74.35	9
   17	General Electric	$153,600	$73.85	1
   18	Teradata	$149,240	$71.75	50
   19	UGI	$149,193	$71.73
   20	General Motors	$148,236	$71.27

4. Writing a regional director job description

   A regional director job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a regional director job description:

   Regional director job description example

   Under supervision of the Senior Director-Patient Safety, is responsible for the regional patient safety improvement and management program. Inspires our providers and staff to achieve a level of reliability that results in preventable, harmful events being rare occurrences. Serves as the regional steward for patient safety by never accepting that harmful outcomes are inevitable and never allowing us to become numb to the consequences of preventable harm for our patients, their families, and our staff members. Maintains a high level of competency in the science of safety and improvement and leads the System to become a high reliability organization by rigorous adherence to those principles. Ensures timely response to and reporting of safety failures, utilization of Just Culture, and peer review, identification of root causes and elimination of current and future safety risk. Works in close collaboration with the system Patient Safety Officer (PSO) as well as physicians and staff in all hospital and ambulatory facilities to achieve these goals. Supports the system in maintaining compliance with all hospital and System patient safety policies and procedures as well as any regulatory and legal requirements.
   Duties and Responsibilities
   
   Fosters the use of the occurrence reporting system throughout the System to minimize blame and retribution and emphasize systems improvement. Coordinates and disseminates information to all Hospital employees on patient safety improvements. Facilitates the daily safety brief at hospitals within the region as needed. Serves as an advisor on patient safety and peer review activities. Uses Lean methodologies to implement effective process improvement. Advocates for adoption of best safe practices identified in the literature. Oversees the methodology for investigation of serious events and, as appropriate, identified incidents. Ensures that any actions as are immediately necessary to ensure patient safety as a result of any investigation are promptly undertaken. Reports actions taken to ensure patient safety as a result of any investigation to the Hospital Office of the President, WellSpan Clinical Performance Council, the WellSpan Patient Safety Committee, and appropriate Board of Directors. Oversees the Hospital's responsibilities for patient safety reporting to the Pennsylvania Department of Health and the Pennsylvania Patient Safety Authority. Reviews assessments of compliance with the Joint Commission Sentinel Event Alert recommendations, if applicable. In conjunction with staff from the Quality Management and Risk Management departments, employs systematic techniques such as Failure Mode Effects and Criticality Analysis (FMECA) and root cause analysis for the investigation of failures of the Hospital. Provides Hospital trended reports from the System occurrence reporting system and assists the Service Lines and Departments in providing trended occurrence reports to the Hospital Patient Safety Committee and other committees as needed. Assesses the Hospital's safety culture using industry standard assessment tools. Works with other members of leadership at the Hospital and in the region to develop and implement programs that seek to address issues of concerns from these surveys. Develops, implements and coordinates patient safety initiatives and goals such as Leapfrog patient safety metrics, IHI, The Joint Commission and National Patient Safety Goals, DNV, and PA Department of Health. Reports WellSpan Health Patient Safety information to designated committees and boards as directed by senior leadership. Evaluates performance of patient safety program against measures developed from The Joint Commission and other standards related to patient safety, Sentinel Event Alerts and WellSpan Patient Safety Committee goals. Attends all facility/entity Patient Safety Committee meetings in the region with regularity and provides consultation for those committees to foster adoption of system-wide patient safety initiatives. Monitors the external environment for best practices and evaluates these for Hospital implementation. Oversees and directs the staff and budgets of the Patient Safety Office at each of the regions Hospitals and any regional medical group and/or ambulatory leaders. Provides patient safety related training as needed, including such topics as Just Culture, root cause analysis, event reporting and management, etc.
   Qualifications
   Notes: Other combinations of formal education, training and experience may be considered.
   
   Minimum Experience: 3 - 5 years of clinical experience preferably as a physician, registered nurse or pharmacist. Experience in Risk Management/Performance Improvement will also be considered Being able to deal with difficult situations Work well with dealing with high level executives Experience with quality, safety, and risk
   
   Minimum Education: Bachelor's Degree
   
   Required Certification: Registration: Registration and current RN license in PA, Leadership experience preferred
   
   Skills: Excellent interpersonal and written and oral communication skills; Excellent organizational skills; knowledge of state and national patient safety regulations.

   Copy this example

   

5. Post your job

   To find regional directors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any regional directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level regional directors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your regional director job on Zippia to find and recruit regional director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit regional directors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new regional director

   Once you've selected the best regional director candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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