Associate VP Human Resources - Lewisville, TX
About The Position
Global Medical Response (GMR) is seeking an Associate Vice President of Human Resources to lead strategic HR across West Region ground ambulance and air medical operations. The role shapes regional growth, staffing, leadership development, caregiver retention, employee engagement, and HR compliance across multiple states and the Kansas City metro area. It participates in regional leadership decisions and operating reviews, anticipates regional needs, contributes to strategic planning, and applies enterprise HR strategy, policies, and programs in consideration of local laws, labor environments, markets, and operating models. The position owns the regional people scorecard and leads organizational planning, workforce planning, and development of a measured regional people plan in partnership with Finance, Legal, and enterprise HR centers of excellence. It co-owns employee relations strategy with Labor Relations and operations, administers collective bargaining agreements, establishes effective channels for resolving concerns, and ensures fair investigations. The role also supports high-turnover operations, contract transitions and restructures, and develops field leaders and HR team capability. The Associate Vice President reports to the SVP, Human Resources and Labor Relations, with a dotted line to the Regional President, West Region, and serves on the West Region and HR leadership teams. The region includes ID, MT, WY, UT, CO, NV, AZ, NM, TX, OK, ND, SD, NE, KS, MN, and the Kansas City Metro/Independence, MO area. Travel is 25–50%. The position is based in Lewisville, Texas, and is onsite unless otherwise stated.
Requirements
- Bachelor's degree or commensurate experience.
- 12+ years of progressive HR leadership, including leading HR business partners across multi-site, multi-state, decentralized operations and partnering with a president- or general manager-level P&L leader.
- Experience with represented and non-represented workforces, including collective bargaining agreement administration and positive employee relations strategy.
- Experience in a 24/7, safety-sensitive, or regulated industry such as EMS, healthcare, aviation, transportation, or public safety.
- Fluency in federal and multi-state employment law, including Title VII, ADA, FMLA, FLSA, and state wage-and-hour and leave rules.
- Working knowledge of the National Labor Relations Act and Railway Labor Act, including protected concerted activity, unfair labor practice risk, and lawful leader communication.
- Knowledge of the people-side requirements of DOT and FAA drug and alcohol testing, clinical licensure and credentialing, and fitness-for-duty standards in ground and air medical operations.
- Knowledge of WARN, successorship, and integration obligations for contract transitions and workforce actions, including represented workforces.
- Knowledge of compensation structure, market pricing, pay equity, job architecture, and incentive design.
- Experience with strategic workforce planning, including demand and supply modeling, scenario and skills-based planning, and build, buy, and borrow decisions.
- Business and financial acumen, including understanding labor cost, overtime, staffing models, and contract economics to inform workforce decisions and people investments.
- Knowledge of organizational design and change management, including use of proven change frameworks.
- Comfort with Workday and workforce data, with the ability to analyze and test insights that inform decisions.
- AI and digital fluency, including evaluating AI tools for data privacy, bias, and employment law risk and supporting responsible adoption.
- Organizational savvy in a matrixed organization and ability to build alignment across regional, enterprise, and functional lines.
- Talent judgment, executive presence, integrity, emotional intelligence, and courage in sensitive people decisions.
Nice To Haves
- Master's degree.
- SPHR or SHRM-SCP certification.
- Negotiation experience.
- Air, medical, or FAA-regulated experience.
Responsibilities
- Own the regional people scorecard, including turnover, vacancy, overtime, and engagement, and present decision-oriented insights at operating reviews.
- Lead organizational planning, including structure, spans and layers, and staffing forecasts, to align accountability and resources with priorities.
- Build a measured regional people plan for growth, transitions, and turnarounds in partnership with Finance, Legal, and enterprise HR centers of excellence.
- Co-own employee relations strategy with Labor Relations and operations for represented and non-represented team members.
- Administer collective bargaining agreements and support positive employee relations.
- Create direct channels for team members to raise and resolve concerns, ensure fair and consistent investigations, and address emerging risks before they escalate.
- Improve engagement and retention in high-turnover operations using data and hands-on support.
- Guide leaders through contract transitions and restructures.
- Coach field leaders, make talent decisions, set clear standards for the HR team, and measure the team's impact.
- Travel 25–50% across the region.
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What This Job Offers
Job Type
Full-time
Career Level
Executive
