VP HR Partnership & Relations

The VP of HR Partnerships will lead the organization's HR Business Partner, Employee & Labor Relations and HR Compliance functions, ensuring that HR initiatives support the vision, mission and business goals of the organization and are in compliance with applicable laws and regulations. The VP will provide oversight to the HR Business Partner model to optimize HR's partnership with the various Business Units and their leadership. This position will oversee the management of employee relations to foster a positive and inclusive workplace culture. The VP will lead the design and formulation of the organization's labor strategy to support a positive relationship with various unions. It will align the management of people with the vision, mission and business goals of the organization and will implement the structures to foster a culture of development and accountability.

Minimum Education
Bachelor's Degree Business Administration, Human Resources Management, or related field. (Required)
Master's Degree MBA, Human Resources Management, or JD. (Preferred)

Minimum Work Experience
10 years Progressive HR, Labor, or Legal experience, with at least 7 years leading relevant strategic work (such as HR, labor, or legal consulting). (Required)

Required Skills/Knowledge
Thorough and broad knowledge of strategic human resources and labor relations planning, practices and techniques.
Proven skills in organizational assessment and planning.
Strong business acumen as an HR leader.
Familiarity with HR policies, procedures and practices.
Proven ability to develop and effectively establish and manage programs, projects and initiatives within a large, complex organization.
Strong project management, delegation and prioritization skills.
Strong interpersonal skills as exhibited by the ability to influence others and build collaborative relationships both within HR and across the organization with individuals at all levels.
Excellent written and verbal communication and training skills.

Required Licenses and Certifications
SPHR, LEAN certification, Organizational Development certification preferred. (Preferred)

Functional Accountabilities
Organizational Leadership and Relationship Management

• Plan, implement, direct, and evaluate the programs, projects and initiatives for the assigned functions on a strategic and operational level to align with the overall organizational and HR vision, mission and strategy.

• Ensure the organization has the infrastructure (systems, policies, communications) to support large-scale, rapid growth.

• Establish, build and sustain positive and effective working relationships with key stake holders internally and externally.

HR Consulting and Business Partnership

• Lead the HR partnership with business units and client group leaders, to identify, plan, and implement strategic objectives that are in alignment with client group strategies.

• Champion a culture of accountability across the organization.

• Ensure the consistent application of rules and practices.

• Develop and maintain responsibility for all Strategic HR initiatives and processes.

• Lead and maintain responsibility for the HR Business Partner function.

• Model leadership and managerial behavior standards consistent with those of the Leadership Council.

Employee and Labor Relations

• Oversee the management of employee relations, ensuring a fair and consistent approach to resolving issues. Foster a positive and inclusive workplace culture.

• In coordination with the Chief People Officer, develop and execute Children's National's labor relations strategy.

• Develop, manage, maintain, and foster the relationships with the bargaining units.

• Oversee the employee grievance process. Manage the relationship with external legal counsel, including in response to arbitrations.

• Train the workforce on how to operate and function in a union environment.

• Partner with other HR leaders to ensure an integrated approach in the execution of Children's National's labor relations strategy.

HR Policies and Compliance

• Oversee and creation and implementation of HR policies and procedures that comply with federal, state, and local labor laws. Ensure regular review and update of policies to ensure they are current and effective.

• Ensure the organization is in compliance with all applicable labor laws and regulations. Conduct regular audits and assessments to identify and mitigate risks.