Senior Vice President of Human Resources Operations

Responsibilities

• Provides executive leadership and strategic oversight for the enterprise Human Resources portfolio across Appalachian Regional Healthcare, including Employee Relations, Labor Relations, Compensation, Organizational Development, HR Operations, HR Business Partner Services, HR Compliance, HR Technology, Human Capital Analytics, Leadership Architecture, and other assigned Human Resources functions.
• Develops and executes enterprise human resources strategies, governance structures, operating standards, and performance expectations that align with organizational priorities and support operational excellence across the health system.
• PARTNERS WITH EXECUTIVE LEADERSHIP, OPERATIONAL LEADERS, LEGAL COUNSEL, PHYSICIANS, AND BUSINESS FUNCTIONS TO DEVELOP AND IMPLEMENT ENTERPRISE INITIATIVES THAT STRENGTHEN ORGANIZATIONAL EFFECTIVENESS, EMPLOYEE ENGAGEMENT, REGULATORY COMPLIANCE, AND LONG-TERM ORGANIZATIONAL PERFORMANCE.
• LEADS ENTERPRISE LABOR RELATIONS STRATEGY, INCLUDING COLLECTIVE BARGAINING, CONTRACT ADMINISTRATION, GRIEVANCE ADMINISTRATION, ARBITRATION PREPARATION, LABOR-MANAGEMENT PARTNERSHIPS, AND NEGOTIATIONS INVOLVING MULTIPLE REPRESENTED EMPLOYEE GROUPS ACROSS THE ORGANIZATION.
• SERVES AS THE ORGANIZATION'S PRINCIPAL LABOR STRATEGIST AND CHIEF SPEAKER IN COLLECTIVE BARGAINING AND LABOR-MANAGEMENT MATTERS WHILE FOSTERING COLLABORATIVE RELATIONSHIPS THAT SUPPORT LABOR STABILITY AND ORGANIZATIONAL OBJECTIVES.
• LEADS ENTERPRISE COMPENSATION STRATEGY, INCLUDING MARKET BENCHMARKING, COMPENSATION GOVERNANCE, EXECUTIVE COMPENSATION ANALYSIS, PAY STRUCTURE ADMINISTRATION, LABOR COSTING, AND COMPENSATION RECOMMENDATIONS DESIGNED TO SUPPORT ORGANIZATIONAL COMPETITIVENESS AND LONG-TERM SUSTAINABILITY.
• PROVIDES EXECUTIVE OVERSIGHT FOR ORGANIZATIONAL DEVELOPMENT, LEADERSHIP DEVELOPMENT, SUCCESION PLANNING, LEADERSHIP ARCHITECTURE, ORGANIZATIONAL DESIGN, AND CHANGE MANAGEMENT INITIATIVES THAT STRENGTHEN LEADERSHIP EFFECTIVENESS AND ORGANIZATIONAL CAPABILITY.
• OVERSEES ENTERPRISE HR TECHNOLOGY, HUMAN CAPITAL ANALYTICS, REPORTING, AND BUSINESS INTELLIGENCE FUNCTIONS TO SUPPORT EXECUTIVE DECISION-MAKING, OPERATIONAL PERFORMANCE, STRATEGIC PLANNING, AND CONTINUOUS IMPROVEMENT.
• LEADS ORGANIZATIONAL TRANSFORMATION INITIATIVES THROUGH MODERNIZATION, STANDARDIZATION, CENTRALIZATION, PROCESS IMPROVEMENT, AND OPTIMIZATION OF HUMAN RESOURCES SERVICE DELIVERY ACROSS THE ENTERPRISE.
• ENSURES CONSISTENT ADMINISTRATION OF EMPLOYMENT POLICIES, LABOR AGREEMENTS, HUMAN RESOURCES PRACTICES, AND APPLICABLE FEDERAL, STATE, ACCREDITATION, LABOR, AND EMPLOYMENT REQUIREMENTS ACROSS ALL FACILITIES.
• COLLABORATES WITH FINANCE, OPERATIONS, INFORMATION TECHNOLOGY, LEGAL, AND EXECUTIVE LEADERSHIP ON ORGANIZATIONAL PLANNING, HUMAN CAPITAL INVESTMENTS, LABOR FORECASTING, BUDGETING, CAPITAL PLANNING, AND OTHER STRATEGIC INITIATIVES.
• DEVELOPS, COACHES, AND LEADS HUMAN RESOURCES LEADERS WHILE FOSTERING A CULTURE OF ACCOUNTABILITY, COLLABORATION, INNOVATION, CONTINUOUS LEARNING, AND SERVICE EXCELLENCE THROUGHOUT THE HUMAN RESOURCES ORGANIZATION.
• SERVES AS A STRATEGIC LIASON WITH LABOR REPRESENTATIVES, REGULATORY AGENCIES, CONSULTANTS, EDUCATIONAL INSTITUTIONS, COMMUNITY PARTNERS, AND OTHER EXTERNAL STAKEHOLDERS REGARDING EMPLOYEE AND LABOR MATTERS.
• SUPPORTS EXECUTIVE LEADERSHIP, BOARD COMMITTEES, GOVERNANCE ACTIVITIES, STRATEGIC PLANNING, ENTERPRISE INITIATIVES, AND SPECIAL PROJECTS AS ASSIGNED.

Qualifications

• Education: Bachelor's Degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, Labor Relations, or related field required. Master's Degree in Human Resources, Business Administration, Healthcare Administration, Organizational Leadership, Law, or related field required.
• Professional certification such as SHRM-SCP, SPHR, CCP, or other relevant executive human resources credential preferred.
• Experience: Minimum seven (7) years of progressively responsible Human Resources leadership experience required, preferably within a complex, multi-site healthcare organization. Demonstrated executive leadership experience with responsibility for multiple Human Resources functions, enterprise initiatives, organizational transformation, labor relations, compensation strategy, organizational development, or other broad human resources disciplines. Experience leading labor relations activities, including collective bargaining, contract administration, grievance resolution, and organizational change initiatives within a unionized environment strongly preferred.