CNE VP Human Resources

About the role

This HR leadership role serves as the Vice President of Human Resources for Women & Infants Hospital in Providence, RI. The VP HR directly supports people operations by overseeing the on-site hospital HR Business Partner team and collaborating with hospital management and staff. As the senior HR executive for an assigned Care New England hospital or operating unit, the VP HR leads the full spectrum of human resources, including labor relations strategy, collective bargaining preparation, compliance readiness, and employee relations risk mitigation. The position partners closely with the hospital President/COO and senior leaders to align workforce strategy with clinical, operational, financial, and cultural priorities. The VP HR also serves as the primary liaison between the operating unit and Care New England system HR leadership, ensuring enterprise strategies are effectively translated into local execution while maintaining consistency, equity, and compliance across the system.

Responsibilities

• Strategic HR Leadership: Serve as the senior HR executive and strategic advisor to the operating unit President/COO and executive leadership team; lead development and execution of the operating unit’s people strategy in alignment with Care New England system priorities; represent Human Resources on executive committees, labor‑management councils, and governance forums; champion organizational culture, engagement, workforce development, and leadership accountability.
• Labor Relations & Collective Bargaining: Act as the operating unit’s primary labor relations leader and central point of contact; lead collective bargaining preparation, including data analysis, proposal development, costing, and strategy in partnership with the EVP Chief People Officer, VP of Total Rewards, and Internal Legal Counsel; provide expert guidance on contract interpretation, grievance handling, disciplinary actions, and arbitration preparation; analyze grievance and labor activity trends to proactively mitigate risk and improve outcomes; develop and deliver labor relations training for executives, managers, and supervisors in partnership with legal counsel.
• Employee Relations & Risk Management: Oversee employee relations strategy, investigations, and case management to ensure consistency and legal defensibility; advise leaders on performance management, corrective action, and separation decisions; identify systemic issues and implement corrective strategies to reduce organizational risk.
• Regulatory Compliance & Audit Readiness: Ensure continuous workforce‑related compliance readiness for Joint Commission, DOH, CMS, EEOC, and other regulatory bodies; partner with HR Compliance and system leadership to maintain audit‑ready documentation and processes; promote consistent adherence to policies, procedures, and employment standards.
• HR Operations & Department Leadership: Lead and develop the operating unit HR team, including HR Business Partners and functional staff; oversee HR operations including talent acquisition partnership, onboarding, compensation administration, benefits coordination, occupational health liaison, and workforce planning; manage departmental budget, HR metrics, and reporting; ensure alignment between operating unit needs and Care New England system initiatives.
• Additional Responsibilities: Participate in system‑wide initiatives, task forces, and special projects; perform other related duties as assigned by the EVP Chief People Officer.

Requirements

• Bachelor's Degree Required; Master's Degree Preferred
• 10 years or more related experience
• SHRM‑SCP, SPHR, or equivalent senior‑level HR certification preferred
• Advanced knowledge of federal and state employment and labor laws (including NLRA, FLSA, FMLA, ADA, Title VII, ERISA)
• Expert‑level understanding of collective bargaining agreements and grievance/arbitration processes
• Strong executive presence with the ability to influence, negotiate, and advise senior leaders
• High level of discretion, sound judgment, and professionalism
• Strong analytical and problem‑solving capabilities
• Exceptional written and verbal communication skills
• Ability to manage risk while maintaining employee engagement and organizational integrity