Associate VP Human Resources - Lewisville, TX

Military Spouse Corporate Career Network•Lewisville, TX

3d•Onsite

About The Position

Global Medical Response is seeking an Associate Vice President of Human Resources to lead strategic HR across ground ambulance and air medical operations in the West Region. Based in Lewisville, Texas, the role shapes regional growth, staffing, leadership development, caregiver retention, engagement, and HR compliance across a multi-state region. The position is part of the West Region and HR leadership teams and partners with regional and enterprise leaders to align people strategy with operational priorities. The AVP will own the regional people scorecard and bring workforce insights into operating reviews, lead organizational planning, and build measurable people plans for growth, transitions, and turnarounds. The role also co-owns employee relations strategy with Labor Relations and operations, administers collective bargaining agreements, and ensures concerns are addressed through fair and consistent processes. The AVP supports leaders through contract transitions and restructures, improves engagement and retention in high-turnover operations, and develops the capabilities of field leaders and the HR team. This role requires expertise in multi-state employment and labor law, safety-sensitive workforce requirements, workforce transitions, total rewards, workforce planning, organizational design, change management, people analytics, HR technology, and responsible use of AI. It reports to the SVP, Human Resources and Labor Relations, with a dotted line to the Regional President, West Region. Travel is 25–50%.

Requirements

Bachelor's degree or commensurate experience.
12 or more years of progressive HR leadership experience.
Experience leading HR business partners across multi-site, multi-state, decentralized operations.
Experience 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 requirements.
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-related requirements of DOT and FAA drug and alcohol testing, clinical licensure and credentialing, and fitness-for-duty standards.
Knowledge of WARN, successorship, and integration obligations for workforce actions and contract transitions, including those involving represented workforces.
Knowledge of compensation structures, market pricing, pay equity, job architecture, and incentive design.
Knowledge of demand and supply modeling, scenario and skills-based workforce planning, and build, buy, and borrow decisions.
Business and financial acumen, including the ability to use P&L drivers to shape workforce decisions and support people investments.
Knowledge of organizational design and proven change-management frameworks.
Comfort with Workday and workforce data, including the ability to interpret analytics and test whether data supports decisions.
Understanding of AI and automation developments affecting HR and frontline work, and ability to assess tools for privacy, bias, and employment-law risks.
Ability to navigate formal and informal dynamics in a matrixed organization and build alignment across regional, enterprise, and functional teams.
Strong 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, vacancies, overtime, and engagement, and present workforce data as actionable decisions in operating reviews.
Lead organizational planning, including structure, spans and layers, and staffing forecasts, to align resources and accountability with priorities.
Build measurable people plans 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 across represented and non-represented workforces.
Administer collective bargaining agreements and support positive employee relations.
Create effective channels for employees 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 through data-informed decisions and hands-on support.
Guide leaders through contract transitions and restructures.
Coach field leaders, make talent decisions, establish standards for the HR team, and measure the team's impact.
Advise leaders on workforce decisions using operational and financial considerations, including labor cost, overtime, staffing models, and contract economics.
Help leaders evaluate and adopt AI and automation responsibly, considering privacy, bias, and employment-law risks.