Vice President - People (HR) & Labor Relations - Advocate Health

Primary Purpose

• Provides enterprise leadership to the Advocate Health teammate, physician, and labor relations center of excellence. 
• Develops risk mitigation strategies in alignment with organizational, functional, DEI, and people goals, with a significant focus on driving top-tier performance. 
• Drives effectiveness, efficiency, and standardizations of processes and policies to enhance leader and teammate experience, while achieving high-quality and timely resolution of issues. 
• Provides proactive leadership and operational guidance on all labor relations matters, serving as the subject matter expert. 
• Provides leadership within Teammate, Physician, and Labor Relations to ensure consistency and continuity across the enterprise.

Major Responsibilities

• Develops and standardizes strategies across the enterprise, implementing innovative, scalable processes and practices such as performance management, consultation/assistance/resolution of teammate concerns, investigations, positive teammate relations, labor relations, and employment policy interpretation. Ensures consistency in practices across all divisions and enterprise functions.
• Directs operations of internal processes amongst the Teammate, Physician, and Labor Relations team. Establishes department objectives that align with strategic goals of the organization and broader people and culture function, ensuring leader-teammate interactions improve experience, increase efficiencies, and help achieve broader organizational and functional goals while mitigating risk for the organization.
• Collaborates with human resource business partners, compliance, risk, internal and external employment counsel to ensure compliance with legal standards and employment-related legal matters, providing consultation and direction on complex teammate and physician relation matters.
• Leads the process design, improvement, standardization, and best practice initiatives for the Teammate, Physician & Labor Relations Team. Regularly reviews applicable policies, procedures, and practices and initiates improvements. Ensures policies, processes, and practices align with organizational objectives and federal and state regulations.
• Sets labor relations strategy and influences key leaders on all issues related to labor relations. Exhibits a proactive change management, consulting, and training approach across the enterprise to effectively implement labor relations strategy.
• Provides leadership, expertise, and direction in collective bargaining processes and practices, including direct negation support. Leads the coordination of all collective bargaining activities. Collaborates with leaders and HRBPs to execute, implement, and oversee ongoing labor relations activities including collective bargaining, and ensure they are consistent with the strategy and policies established by the organization.
• In partnership with HR and Information Technology, identify and implement technology solutions and upgrades that would allow for better delivery of services focusing on improvements in self-service and first-call resolution. Continually assesses the effectiveness of current technology.
• Routinely engages in two-way communication with key stakeholders related to shared services metrics, action plans, and operational changes.
• Designs and directs the work of the assigned area(s) of responsibility. Selects, coaches, and develops teams, setting objectives that align with organizational strategy to inspire and motivate the teams. Manages organizational talent through performance management, succession planning, and development. Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
• Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives.
• Responsible for understanding and adhering to the organization's Code of Ethical Conduct and for ensuring that people actions, and the actions of employees supervised, comply with the policies, regulations, and laws applicable to the organization's business.

Education

Typically requires a bachelor’s degree in human resources, business, or related field. Master’s degree in human resources, business, or related field preferred.

Work Experience

Typically requires 10 years of experience in resolving complex employee relation and labor relations issues, negotiating, developing, facilitating, and leading human resources strategies, functions and initiatives which align with business goals and objectives. Includes 7 years of management experience in human resources strategic planning, directing and leading comprehensive human resources func