AVP Human Resources

Global Medical Response (GMR) and its family of solutions are dedicated to delivering compassionate, quality medical care, primarily in the areas of emergency and patient relocation services. Here you’ll embark on meaningful work that will make an impact on you and the customers we serve. View the stories on how our employees provide care to the world at

—keep care at the center, raise your hand, seek to understand, find a way together and be accountable—unite our teams and set us apart in emergency medical services.

Take your seat at the West Region leadership table and lead strategic, not transactional, HR across ground ambulance and air medical operations. You will shape how the region grows, staffs, develops leaders and retains caregivers, and own the conditions that drive retention, engagement and HR compliance across 15 states and the Kansas City metro.

This role sits where decisions get made. You will anticipate regional needs before they become urgent, bring your own point of view to strategic planning and operating reviews, and challenge constructively when it counts. You will hold the line on GMR's enterprise HR strategy, policies and programs while adapting delivery to the West's varied state laws, labor environment, markets and ground and air operating models.

• Turn people data into decisions. Own the regional people scorecard (turnover, vacancy, overtime, engagement) and bring it to operating reviews as decisions, not reports.
• Align structure to priorities. Lead org planning (structure, spans and layers, staffing forecasts) so accountability is clear and resources follow top priorities.
• Connect enterprise priorities to regional results. Build a people plan with clear measures for growth, transitions and turnarounds, partnering with Finance, Legal and the enterprise HR centers of excellence.

• Lead positive employee relations. Across represented and non-represented team members, co-own the employee relations strategy with Labor Relations and operations, and own day-to-day administration of collective bargaining agreements.
• Make sure team members feel heard. Create direct ways to raise and resolve concerns, set a high bar for fair, consistent investigations, and act on emerging risk before it escalates.

• Stabilize the field. Use data and hands‑on support to improve engagement and retention in high‑turnover operations, and guide leaders through contract transitions and restructures.
• Build leaders and your HR team. Coach field leaders, make strong talent decisions, set clear standards and measure your team's impact.

• Employment law. Fluent in federal and multi‑state employment law (Title VII, ADA, FMLA, FLSA, state wage‑and‑hour and leave rules). You know where risk sits and when to bring in Legal.
• Labor law. Working knowledge of the National Labor Relations Act and Railway Labor Act, including protected concerted activity, unfair labor practice risk and lawful leader communication.
• Safety‑sensitive workforce requirements. The people side of DOT and FAA drug and alcohol testing, clinical licensure and credentialing, and fitness‑for‑duty standards in ground and air medical operations.
• Contract transitions and workforce actions. WARN, successorship and integration obligations, including to represented work forces, when GMR stands up, transitions or exits a contract.
• Total rewards. Compensation structure, market pricing, pay equity, job architecture and incentive design, well enough to advise leaders and…