The SVP, Labor Relations is responsible for transforming Labor Strategy to optimize opportunities for partnership with unions, mitigate risks of disruption, realize sustainable labor/value equation, and maintain commitment to a robust, engaged workforce. This position is also responsible for developing a deep understanding of the customers- business strategies and creating the integrated HR programs and initiatives necessary to support the business- strategic objectives. This leader will develop strong relationships with the customers to create targeted HR solutions that drive successful business outcomes for each unique organization in the portfolio. These solutions will span the full spectrum of HR services and key functions, including human capital strategy, organizational design, diversity and inclusion, culture and change management, engagement, leadership and employee development, and succession planning.  The SVP, Labor Relations will play a major role as an advocate for our employees, representing their needs and views to senior management to ensure that decisions are equitable and reflect a thorough understanding of our employees- needs. In addition, the role will have indirect responsibility for effective delivery of operational HR processes such as talent acquisition, learning and development, and compensation administration.  This will require seamless relationships and process excellence in working with the functional HR leadership to optimize services and ensure they are delivered to the client portfolio effectively. 

• Lead enterprise-wide Labor Relations team consisting of both national and regional teams. Ensure alignment and close coordination between regional and enterprise-level teams, strategies and goals. Enable team success through effective communication, clear goal setting and direction, elevated engagement and development opportunities. 
• Serve as the senior management representative in the Labor Management Partnership; develop and implement an overarching strategy to maximize the impact and benefit of the LMP.
• Build relationships with leadership teams across the organization, serving as a thought partner and coach on how to proactively avoid disputes through the development of a healthy, engaged workforce and culture. 
• Ensure organizational compliance with all local, state and federal requirements. 
• Oversee the execution of organizational performance programs, such as strategic performance goal setting, succession management, and workforce planning, forecasting, and management. 
• Work in collaboration with Senior Executives to set a vision, diagnose, architect and execute change. Provide change management leadership and communications on all organizational changes.
• Measure and analyze effectiveness of talent initiatives and identify opportunities for continuous improvement. 
• Identify workforce trends through analytical methods; provide insights and solutions to business leaders to address workforce-related issues and opportunities.
• Participate as a member of the HR Leadership Team in the development, implementation, monitoring and completion of HR-s strategic plan and service delivery. Partner with HR Leadership Team member colleagues to ensure effective delivery of services to KP markets and national functions. 
• Partner with SVPs, HR Consulting, Markets and National Functions to ensure that overall HR service delivery is integrated across markets and functions. Together, ensure mission and cultural imperatives are embedded within the enterprise regardless of market or function.