SVP of Human Resources and Labor Relations

Senior Vice President, HR Business Partners and Labor Relations

Location – Dallas or Denver (hybrid)

Starting Salary Range – $300,000 to $335,000 DoE

This role is bonus eligible

We’re hiring a Senior Vice President (SVP), HR Business Partners and Labor Relations who is accountable for strategic human resources leadership and labor relations strategy and execution across GMR’s complex, union-dense organization. This role serves as the architect of our culture and people strategy—ensuring alignment between business objectives, workforce capabilities, leadership competencies, and organizational effectiveness—while also acting as the organization’s senior authority on labor relations, collective bargaining, and labor risk management across 60+ collective bargaining agreements.

Additionally, this person will play a key role in our HR commitment to excellence, shaping our culture, embodying HR key competencies, and ensuring a positive employee experience.

• The SVP of HR will lead and evolve the HR Business Partner model to deliver strategic, consultative support to executives and business leaders, acting as the primary liaison between HR functional areas (Total Rewards, HR Service Delivery, Leadership Development and Talent Acquisition) and business units to deliver integrated HR solutions.
• Partner with senior leaders on workforce planning, organizational design and effectiveness, leadership effectiveness, culture and change management.
• Ensure consistent application of people practices related to performance management, total rewards, employee relations, talent development, and succession planning.
• Elevate the HRBP team’s capability through coaching, development, and clear expectations for enterprise-level impact.
• Drive alignment between HRBPs, HR Centers of Excellence (COEs), and shared services to deliver integrated HR solutions.

• Serve as a trusted advisor to executives on complex employee relations matters, executive employment issues, and sensitive workforce decisions.
• Coach and guide leaders in organizational effectiveness, navigating high-risk or high-impact culture and people-related matters with sound judgment, discretion, and business acumen.
• Foster a culture of accountability, engagement, and respect across unionized and non-unionized populations.
• Model the way and be a key champion of our company culture through the demonstration of our core behaviors.

• Develop and lead a comprehensive labor relations strategy aligned with business goals and operational realities.
• Provide executive oversight of union relationships, grievance processes, collective bargaining agreements (CBAs), memoranda of understanding, and labor contract renewals.
• Collaborate with the law department to coordinate and provide guidance for arbitrations, mediations, and labor-related litigation.
• Anticipate and mitigate labor risks through proactive engagement, scenario planning, and data-driven decision-making.
• Advise senior leadership in collaboration with the law department on labor implications of mergers, acquisitions, restructurings, workforce transformations, and operational changes.
• Ensure compliance in collaboration with the law department with all applicable labor laws, regulations, and collective bargaining agreements.

• Contribute to enterprise-wide strategy as a member of the senior leadership team with demonstrated experience to influence and advise C‑suite executives.
• Provide regular updates to CHRO and executive leadership on labor relations trends, risks, and workforce metrics.
• Contribute to labor and HR due diligence for strategic initiatives and transactions.
• Establish governance, policies, and operating rhythms that ensure consistency, fairness, and legal compliance.

• Reports to Chief Human Resources Officer
• Leads HR Business Partner & Labor Relations teams with a combined organization of ~75 team members

• Bachelor’s degree in Human Resources, Labor Relations, Business Administration, Law, or a related field.

• 15+…