SVP of Human Resources and Labor Relations

Position Summary

We’re hiring a Senior Vice President (SVP), HR Business Partners and Labor Relations who is accountable for strategic human resources leadership and labor relations strategy and execution across GMR’s complex, union-dense organization. This role serves as the architect of our culture and people strategy—ensuring alignment between business objectives, workforce capabilities, leadership competencies, and organizational effectiveness—while also acting as the organization’s senior authority on labor relations, collective bargaining, and labor risk management across 60+ collective bargaining agreements. Additionally, this person will play a key role in our HR commitment to excellence, shaping our culture, embodying HR key competencies, and ensuring a positive employee experience.

Responsibilities

HR Business Partner Leadership

• Lead and evolve the HR Business Partner model to deliver strategic, consultative support to executives and business leaders, acting as the primary liaison between HR functional areas (Total Rewards, HR Service Delivery, Leadership Development and Talent Acquisition) and business units to deliver integrated HR solutions.
• Partner with senior leaders on workforce planning, organizational design and effectiveness, leadership effectiveness, culture and change management.
• Ensure consistent application of people practices related to performance management, total rewards, employee relations, talent development, and succession planning.
• Elevate the HRBP team’s capability through coaching, development, and clear expectations for enterprise-level impact.
• Drive alignment between HRBPs, HR Centers of Excellence (COEs), and shared services to deliver integrated HR solutions.

Employee & Executive Relations

• Serve as a trusted advisor to executives on complex employee relations matters, executive employment issues, and sensitive workforce decisions.
• Coach and guide leaders in organizational effectiveness, navigating high-risk or high-impact culture and people-related matters with sound judgment, discretion, and business acumen.
• Foster a culture of accountability, engagement, and respect across unionized and non-unionized populations.
• Models the way and is a key champion of our company culture through the demonstration of our core behaviors.

Labor Relations Strategy & Execution

• Develop and lead a comprehensive labor relations strategy aligned with business goals and operational realities.
• Provide executive oversight of union relationships, grievance processes, collective bargaining agreements (CBAs), memoranda of understanding, and labor contract renewals.
• Collaborating with the law department to coordinate and provide guidance for arbitrations, mediations, and labor-related litigation.
• Anticipate and mitigate labor risks through proactive engagement, scenario planning, and data-driven decision-making.
• Advise senior leadership in collaboration with the law department on labor implications of mergers, acquisitions, restructurings, workforce transformations, and operational changes.
• Ensure compliance in collaboration with the law department with all applicable labor laws, regulations, and collective bargaining agreements.

Enterprise Leadership & Governance

• Contribute to enterprise-wide strategy as a member of the senior leadership team with demonstrated experience to influence and advise C-suite executives.
• Provide regular updates to CHRO and executive leadership on labor relations trends, risks, and workforce metrics.
• Contribute to labor and HR due diligence for strategic initiatives and transactions.
• Establish governance, policies, and operating rhythms that ensure consistency, fairness, and legal compliance.

Reporting Relationship

• Reports to Chief Human Resources Officer
• Leads HR Business Partner & Labor Relations teams with a combined organization of ~75 team members

Qualifications

Education

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, Law, or a related field.

Experience

• 15+ years of progressive leadership experience in labor relations and human resources, including senior leadership-level responsibility.
• Proven track record of developing, leading and scaling HR Business Partner organizations.

Preferred

• Advanced degree (JD, MBA, or Master’s in Labor Relations or Human Resources).
• Experience in highly regulated, union-heavy environments.
• Experience supporting large, geographically dispersed workforces.
• Healthcare or emergency medical services experience.

Why Choose GMR?

Global Medical Response (GMR) and its family of solutions are dedicated to delivering compassionate, quality medical care, primarily in the areas of emergency and patient relocation services. Here you’ll embark on meaningful work that will make an impact on you and the customers we serve. View the stories on how our employees provide care to the world at www.AtaMomentsNotice.com.

GMR’s Core Behaviors—keep care at the center, raise your hand, seek to understand, find a way together and be accountable—unite our teams and set us apart in emergency medical services.

EEO Statement

Global Medical Response and its family of companies are an Equal Opportunity Employer, which includes supporting veterans and providing reasonable accommodations for individuals with a disability.

Check out our careers site benefits page to learn more about our benefit options.

Key skills/competency

• Strategic HR Leadership
• Labor Relations Strategy
• Collective Bargaining
• Organizational Effectiveness
• HR Business Partnering
• Executive Coaching
• Change Management
• Talent Development
• Compliance Management
• C-suite Advising