Main Line Health
Michael Greene currently serves as the Vice-President of Legal Affairs & Deputy General Counsel at Main Line Health since November 2024. Prior to this role, Michael led a cross-disciplinary team at Advanced Recovery Systems, LLC as Senior Vice President, Chief Administrative Officer and General Counsel, overseeing various departments in a nationwide behavioral healthcare organization. Michael has a significant background in legal and compliance leadership, having held roles such as Vice President, General Counsel & Corporate Secretary at Noven Pharmaceuticals and Deputy General Counsel at Paul Hastings. Michael began the legal career at Hunton & Williams LLP, focusing on mergers and acquisitions. Michael holds a Juris Doctorate from the University of Florida and a B.S. from The University of Georgia.
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Main Line Health
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Follow our Careers Channel on Instagram: @mainlinehealthcareers https://www.instagram.com/mainlinehealthcareers/ Main Line Health (MLH) is a not-for-profit health system serving portions of Philadelphia and its western suburbs. At its core are four of the region’s respected acute care hospitals—Lankenau Medical Center, Bryn Mawr Hospital, Paoli Hospital and Riddle Hospital—as well as one of the nation’s premier facilities for rehabilitative medicine, Bryn Mawr Rehabilitation Hospital; Mirmont Treatment Center and Main Line Health HomeCare & Hospice. MLH also consists of multi-specialty physician networks, Lankenau Institute for Medical Research- non-profit biomedical research organization. It also comprises six outpatient health centers located in Broomall, Collegeville, Concordville, Exton, Newtown Square and King of Prussia. Our employees speak highly of the work environment at Main Line Health. We offer great opportunities for advancement as well as flexible schedules that allow you to balance your personal and professional life. It is the policy of Main Line Health: to provide Equal Employment Opportunity to all people in all aspects of employer/employee relations without discrimination because of race, religion, color, sex (including pregnancy, gender identity, gender expression, and sexual orientation), parental status, national origin, ancestry, age, disability, political affiliation, military service, relationship status, or other non-merit based factors; to select, develop and promote employees based on the individual’s, qualifications, experience, and job performance; to maintain a working environment free of all forms of discrimination, harassment, and intimidation.