Associate Vice President Labor Relations

Major Responsibilities

• Trusted Advisor to Senior Leaders Partner with division presidents, hospital presidents, and operations leaders to assess labor relations risk and advise on the teammate impact of business initiatives and organizational change.
• Execution Accountability Ensure consistent execution of enterprise labor strategy while enabling appropriate local adaptation; track outcomes and refine approaches.
• Onsite Presence & Engagement Maintain a consistent, visible presence across divisions through site visits, listening sessions, and assessments to build trust, reinforce accountability, and identify early warning signs.
• Labor Risk Prevention & Mitigation Lead proactive strategies that strengthen direct teammateleader relationships, reduce vulnerability to organizing activity, and sustain positive teammate relations.
• Site Assessments & Action Planning Conduct proactive labor site assessments and partner with People & Culture Business Partners and operations leaders to develop and execute targeted action plans.
• Escalation & Response Leadership Coordinate deployment of Labor Response Teams during escalated labor situations, petitions, or campaigns.
• Leader Training & Capability Building Deliver on-site labor leaders and positive teammate relations training to build leadership capability and labor acumen.
• Change Management Support Advise leaders on labor-sensitive operational and organizational changes, ensuring thoughtful execution that protects trust and engagement.
• Policy & Process Alignment Ensure division-level labor relations practices and teammate engagement initiatives are harmonized with enterprise policies and regulatory requirements.
• Lead Team Lead and develop labor relations professionals providing coaching, performance management, talent assessments, and succession planning.
• Ethics & Compliance Ensure all labor relations practices adhere to the organizations Code of Ethical Conduct, federal and state laws, and internal standards.

Minimum Job Requirements Education Bachelors degree or equivalent experience. Certification / Registration / License None required. Experience 10+ years of experience in human resources, employee relations, or labor relations, including 57 years of experience leading a field-based labor strategy team; 710 years of leadership experience preferred. Knowledge / Skills / Abilities

• In-depth understanding of labor relations and positive employee relations.
• Familiarity with employment law, NLRA requirements, and organizational policies.
• Knowledge of risk identification and analytics related to labor relations.
• Strong advisory skills to guide operations leaders on labor relations risk.
• Proficiency in delivering training programs for leaders.
• Excellent communication and collaboration skills to work with People & Culture, Legal, and Compliance teams.
• Analytical skills to utilize data to develop prevention and intervention plans.
• Ability to implement proactive strategies to strengthen teammateleader relationships.
• Capability to conduct site visits, listening sessions, and assessments in the field.
• Strong leadership abilities to manage and develop a team of labor relations professionals.
• Ability to ensure adherence to ethical and compliance standards.

Physical Requirements and Working Conditions

• Willingness and ability to travel 50% of the time across divisions.

Preferred Job Requirements Education Masters degree in human resources or related field preferred. Certification / Registration / License None specified. Experience

• Proven experience leading pre/post-petition union campaigns.
• Experience in healthcare or similarly complex, regulated industries strongly preferred.
• Experience leading labor relations strategy in a large, multi-site organization.

Knowledge / Skills / Abilities

• Advanced labor relations strategy expertise.

All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities. This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities. Incumbent may be required to perform other related duties.