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 teammate–leader 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 organization’s Code of Ethical Conduct, federal and state laws, and internal standards.
Minimum Job Requirements
Education
Bachelor’s degree or equivalent experience.
Certification / Registration / License
None required.
Experience
10+
years of experience in human resources, employee relations, or labor relations, including 5–7 years
of experience
leading a field-based labor strategy
team;
7–10
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
teammate–leader
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
Master’s 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.
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 teammate–leader 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 organization’s Code of Ethical Conduct, federal and state laws, and internal standards.
Minimum Job Requirements
Education
Bachelor’s degree or equivalent experience.
Certification / Registration / License
None required.
Experience
10+
years of experience in human resources, employee relations, or labor relations, including 5–7 years
of experience
leading a field-based labor strategy
team;
7–10
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
teammate–leader
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
Master’s 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.