Associate Vice President Labor Relations

American Addiction Centers•Oak Brook, IL

2d•Onsite

About The Position

Trusted Advisor to Senior Leaders – Partner with division presidents, hospital presidents, and operations leaders to assess labor relations risk and advise on the teammate impact of business initiatives and organizational change. Execution Accountability – Ensure consistent execution of enterprise labor strategy while enabling appropriate local adaptation; track outcomes and refine approaches. Onsite Presence & Engagement – Maintain a consistent, visible presence across divisions through site visits, listening sessions, and assessments to build trust, reinforce accountability, and identify early warning signs. Labor Risk Prevention & Mitigation – Lead proactive strategies that strengthen direct teammate–leader relationships, reduce vulnerability to organizing activity, and sustain positive teammate relations. Site Assessments & Action Planning – Conduct proactive labor site assessments and partner with People & Culture Business Partners and operations leaders to develop and execute targeted action plans. Escalation & Response Leadership – Coordinate deployment of Labor Response Teams during escalated labor situations, petitions, or campaigns. Leader Training & Capability Building – Deliver on-site labor leaders and positive teammate relations training to build leadership capability and labor acumen. Change Management Support – Advise leaders on labor-sensitive operational and organizational changes, ensuring thoughtful execution that protects trust and engagement. Policy & Process Alignment – Ensure division-level labor relations practices and teammate engagement initiatives are harmonized with enterprise policies and regulatory requirements. Lead Team – Lead and develop labor relations professionals providing coaching, performance management, talent assessments, and succession planning. Ethics & Compliance – Ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal and state laws, and internal standards.

Requirements

Bachelor’s degree or equivalent experience.
In-depth understanding of labor relations and positive employee relations.
Familiarity with employment law, NLRA requirements, and organizational policies.
Knowledge of risk identification and analytics related to labor relations.
Strong advisory skills to guide operations leaders on labor relations risk.
Proficiency in delivering training programs for leaders.
Excellent communication and collaboration skills to work with People & Culture, Legal, and Compliance teams.
Analytical skills to utilize data to develop prevention and intervention plans.
Ability to implement proactive strategies to strengthen teammate–leader relationships.
Capability to conduct site visits, listening sessions, and assessments in the field.
Strong leadership abilities to manage and develop a team of labor relations professionals.
Ability to ensure adherence to ethical and compliance standards.
10+ years of experience in human resources, employee relations, or labor relations.
5–7 years of experience leading a field-based labor strategy team.
7–10 years of leadership experience preferred.

Nice To Haves

Master’s degree in human resources or related field preferred.
Proven experience leading pre/post-petition union campaigns.
Experience in healthcare or similarly complex, regulated industries strongly preferred.
Experience leading labor relations strategy in a large, multi-site organization.

Responsibilities

Partner with division presidents, hospital presidents, and operations leaders to assess labor relations risk and advise on the teammate impact of business initiatives and organizational change.
Ensure consistent execution of enterprise labor strategy while enabling appropriate local adaptation; track outcomes and refine approaches.
Maintain a consistent, visible presence across divisions through site visits, listening sessions, and assessments to build trust, reinforce accountability, and identify early warning signs.
Lead proactive strategies that strengthen direct teammate–leader relationships, reduce vulnerability to organizing activity, and sustain positive teammate relations.
Conduct proactive labor site assessments and partner with People & Culture Business Partners and operations leaders to develop and execute targeted action plans.
Coordinate deployment of Labor Response Teams during escalated labor situations, petitions, or campaigns.
Deliver on-site labor leaders and positive teammate relations training to build leadership capability and labor acumen.
Advise leaders on labor-sensitive operational and organizational changes, ensuring thoughtful execution that protects trust and engagement.
Ensure division-level labor relations practices and teammate engagement initiatives are harmonized with enterprise policies and regulatory requirements.
Lead and develop labor relations professionals providing coaching, performance management, talent assessments, and succession planning.
Ensure all labor relations practices adhere to the organization’s Code of Ethical Conduct, federal and state laws, and internal standards.

Benefits

Comprehensive suite of Total Rewards: benefits and well-being programs
Competitive compensation
Generous retirement offerings
Programs that invest in your career development
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program