Senior Vice President Of Human Resources Operations at Appalachian Regional Healthcare

Overview The Senior Vice President (SVP), Human Resources Operations serves as a senior executive leader responsible for the strategic oversight, operational performance, governance, and effectiveness of human resources functions across Appalachian Regional Healthcare. Areas of responsibility include, but are not limited to, Employee Relations, Labor Relations, Compensation, Organizational Development, HR Operations, HR Business Partner Services, HR Compliance, HR Technology, Human Capital Analytics, Leadership Architecture, and other human resources functions as assigned. This role partners with executive leadership, operational leaders, legal counsel, and business functions to support organizational effectiveness, labor stability, regulatory compliance, employee engagement, and operational excellence across the ARH system. The SVP provides executive oversight for labor relations strategy, collective bargaining, compensation strategy, organizational design, leadership architecture, human capital analytics, and enterprise human resources operations. This position plays a critical role in supporting organizational transformation, strengthening leadership effectiveness, improving governance, reducing operational variation, and driving enterprise human resources performance across the organization. Consistent with the ARH Executive Level 1 (E1) framework, this position carries Tier 1 organizational impact and supports the development and execution of short-to-mid-term organizational and operational strategies across multiple facilities, departments, and business units. 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 spokesperson 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, succession 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 liaison 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.• Performs other duties as assigned in support of ARH operational and strategic objectives. 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. Required Skills, Knowledge, and Abilities Demonstrated executive leadership, strategic planning, organizational effectiveness, and change management capabilities.• Comprehensive knowledge of human resources operations, labor relations, compensation strategy, organizational development, employment law, and regulatory compliance. Strong financial, analytical, and operational business acumen with the ability to align human resources strategies with organizational priorities. Demonstrated ability to build collaborative relationships and influence executive leadership, physicians, operational leaders, labor representatives, boards, and external stakeholders. Excellent communication, negotiation, conflict resolution, and executive presentation skills. Demonstrated ability to lead large-scale organizational initiatives across multiple facilities, service lines, and business units. Strong judgment, integrity, discretion, and ability to manage highly confidential and sensitive information. Knowledge of applicable federal and state employment laws, labor laws, accreditation standards, and healthcare regulatory requirements.