Twenty-five U.S. metropolitan areas have been identified as hot spots for hiring, job listings and talent migration, according to LinkedIn News’ “Cities on the Rise” list.
Hospitals and health systems are among the top hiring employers in these regions, according to LinkedIn.
Becker’s connected with leaders from 10 of the top employers in these cities to learn how they are investing in their current workforce and tailoring recruitment strategies to attract relocating talent.
Note: Responses have been lightly edited for clarity and length.
3. Harrisburg, Pa.
Kimberly Etter. Vice President of Human Resources at UPMC (Pittsburgh).
One of UPMC’s most significant workforce programs is the development of the UPMC Shadyside School of Nursing at UPMC Harrisburg, a 16-month program that has graduated more than 120 new registered nurses to fill critically needed positions at the system, Ms. Etter said.
“Healthcare is a complex industry with roles in hundreds of fields and specialties — both clinical and nonclinical — that provides nearly endless opportunities for expanding new skills and professional growth,” she said. “From developing programs that invite school-age students into our hospitals to partnering with community organizations to build education and training programs for adults, we work to educate the community on why health care — and UPMC in particular — is the best place to develop a meaningful lifelong career.”
Kasey Paulus, RN. Executive Vice President and COO at Wellspan Health (York, Pa.).
WellSpan has implemented an AI tool that has handled more than 1 million patient calls, helping to preserve the well-being of its workforce, Ms. Paulus said.
“To address the growing needs for qualified candidates to fill our openings, we have strengthened innovative recruitment strategies that include educational support and reimbursement, partnering with dozens of high schools, colleges and universities, to ensure such career pathways,” she said. “We’re also fueling the pipeline for healthcare professionals in our region by creating unparalleled opportunities to learn and grow locally. These include our recently announced agreement with the Lewis Katz School of Medicine at Temple University to establish a new regional medical school campus in York, as well as the New Jersey College’s School of Nursing at WellSpan, offering an associate degree in nursing to address the national nursing shortage.”
David Swift. Senior Vice President and Chief Human Resources Officer at Penn State Health (Hershey, Pa.).
Penn State Health is making investments in educational pathways to support development in high-demand clinic roles, including nursing and provider positions, to build a sustainable talent pipeline and address critical shortages, Mr. Swift said.
“We participate in a mix of in-person and virtual hiring events to connect with talent both locally and nationally, while also partnering with organizations that serve diverse populations to broaden our reach,” he said. “For candidates relocating, we highlight our strong culture of support, career growth opportunities, and the unique lifestyle benefits of our region — often connecting them with internal ambassadors who can share firsthand experiences of living and working here.”
7. Myrtle Beach, S.C.
Jeremy Stephens. Executive Vice President and Chief Human Resources Officer at Tidelands Health (Georgetown, S.C.).
One key initiative Tidelands Health has launched in the past year to support local recruitment is offering dual certification to high school seniors for in-demand clinical fields, with students guaranteed a job and free tuition for two years after graduation, Mr. Stephens said.
“We have a multipronged strategy developed with our marketing team leveraging technology to deliver digital ads locally and in key feeder markets with our ‘Live Your Dream Job’ message,” he said. “As one of the largest employers in one of the fastest-growing areas of the country, Tidelands Health aims to reach potential candidates before they even move to our area by targeting the key regions of the country that data has shown are feeding our influx of new residents. In addition, an internal referral program has been a huge success, rewarding current team members who successfully refer candidates who join our health system.”
11. Kansas City, Kan., and Mo.
Tammy Peterman, MSN, RN. President of the Kansas City Division and Executive Vice President, COO and Chief Nursing Officer at the University of Kansas Health System (Kansas City, Kan.).
The health system utilizes multiple initiatives, including a nurse academy and shadow and ambassador programs to connect with individuals across the age span to help them see their future at The University of Kansas Health System, Ms. Peterman said.
“Our ‘nurse extern’ program is one success story where students from across the country participate in a 10-week immersive experience that offers hands-on exposure to nursing at the health system as well as community engagement opportunities,” she said.
12. Wilmington, N.C.
Ernie Bovio. Senior Vice President and President of Novant Health’s Coastal Region (Winston-Salem, N.C.).
At Novant Health, workforce investment is essential to support professional growth and foster overall well-being, Mr. Bovio said.
“That’s why we’ve taken a comprehensive approach to recruit and retain our teams, including competitive compensation and benefits packages, tuition reimbursement, upward mobility opportunities, and nearly 50 well-being programs designed to enhance emotional and physical health,” he said. “Earlier this year, we awarded more than $300 million in pay increases and bonuses, following a nearly $250 million team member investment in 2024.”
13. Richmond, Va.
Marlon Levy, MD. Senior Vice President for VCU Health Sciences and CEO of VCU Health.
VCU Health has opened a Center for Team Care, which serves as a primary care clinic delivering accessible, high-quality and no-cost care for employees and their dependents, Dr. Levy said.
“We are delighted to now be able to ‘take care of our own,’ which had been a long-sought goal of our health system,” he said. “This is something that our team members requested, and we know how important it is to take care of ourselves in order to deliver the best care to our patients.”
15. Colorado Springs, Colo.
Edina Hanes. Vice President of Human Resources at UCHealth Southern Colorado (Aurora).
UCHealth invests in its workforce through funded education and career advancement opportunities, such as leadership training and development and shadowing programs, Ms. Hanes said.
“We actively highlight the exceptional care we provide for patients and the high engagement of our staff, exhibited by our Magnet designation and our partnership with the United States Olympic & Paralympic Committee as one of four national medical centers within its medical network,” she said. “We also attract top talent by providing strong community integration support through our relocation program manager, ensuring new hires and their families have a smooth transition. But in my mind, our recruitment is further strengthened by a purpose-driven brand identity that appeals to those who share our mission to improve lives.”
16. Sacramento, Calif.
Lyndon Huling, EdD. Executive Director of Talent Acquisition and Compensation Services at UC Davis Health.
UC Davis Health’s approach to workforce development aims to strengthen pathways and invest in the communities it serves, including outreach events and community college partnerships, Dr. Huling said.
“We’ve modernized our employer branding and recruitment marketing to emphasize total rewards, work-life integration and the advantages of relocating to the Sacramento region through our front door online platform,” he said. “Our campaigns highlight offerings such as relocation reimbursement, sign-on bonuses and concierge relocation support services. We also continue to advocate at the systemwide level for enhancements to our overall benefits package to better attract and retain top healthcare talent.”
17. Greenville-Spartanburg-Anderson, S.C.
Amy Linsin. Executive Vice President and Chief Human Resources Officer at Prisma Health (Greenville, S.C.).
One of Prisma Health’s most transformative investments over the past year has been in learning and development, Ms. Linsin said.
“[We have provided] all team members with free access to LinkedIn Learning, alongside personalized career coaching, tuition assistance and over 70 residency and fellowship programs,” she said. “These resources empower our workforce to build skills, pursue passions and advance their careers. We’ve also expanded fast-track and apprenticeship programs that allow team members to learn while they earn, helping us meet critical workforce needs while supporting career mobility. Combined with our nationally recognized wellness initiatives and a culture of belonging that continues to exceed national benchmarks, these efforts reflect our commitment to being an employer of choice.”
