AVP Human Resources

Arthur J. Gallagher · Lewisville · $175,000–$200,000 (stated in the posting)

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Associate Vice President, Human Resources – West Region

West Region– Lewisville, TX

Pay Range: $175K-$200K DOE

Why Choose GMR? 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 www.AtaMomentsNotice.com.

GMR’s Core Behaviors—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.

The Opportunity

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.

What You'll Drive

Regional Strategy

• 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.

Positive Employee Relations and Labor Partnership

• 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.

Leadership and HR Team Capability

• 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.

What You Bring

• 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 workforces, 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 pressure-test recommendations.
• Strategic workforce planning. Demand and supply modeling, scenario and skills-based planning, and build, buy and borrow decisions, including how licensure pipelines and pay pressure affect hard-to-fill clinical and aviation roles.
• Business and financial acumen; learning agility. You learn complex operations quickly, see how HR helps operators deliver, and use P&L drivers (labor cost, overtime, staffing models, contract economics) to shape workforce decisions and make the case for people investments.
• Org design and change management. You know how structure, roles and decision rights shape performance, and use proven change frameworks to help people adopt and sustain change.
• People analytics and HR technology. Comfortable in Workday and with workforce data; you find the story behind the numbers and test whether it supports the decision.
• AI and digital fluency. You understand how AI and automation are changing HR and frontline work, evaluate AI tools for data privacy, bias and employment law risk, and help leaders adopt them responsibly.
• Organizational savvy. You read formal and informal dynamics across regional, enterprise and functional lines in a matrixed organization, and build the alignment to move work forward.
• Talent judgment, executive presence and integrity. You assess leaders, advise on consequential talent decisions, build trust with emotional intelligence and courage, and balance business needs, employee impact and legal risk in sensitive people decisions.

Requirements

• Bachelor's degree, or commensurate experience required.
• 12+ years of progressive HR leadership, including leading HR business partners across multi-site, multi-state, decentralized operations and partnering with a president- or general manager-level P&L leader.
• Experience with represented and non-represented workforces, including administering collective bargaining agreements and positive employee relations strategy.
• Experience in a 24/7, safety-sensitive or regulated industry such as EMS, healthcare, aviation, transportation or public safety.
  • Preferred: Master's degree; SPHR or SHRM-SCP; negotiation experience; air, medical, or FAA-regulated experience.

Reporting and Scope:

Reports to the SVP, Human Resources and Labor Relations, with a dotted line to the Regional President, West Region; member of the West Region and HR leadership teams. Region: ID, MT, WY, UT, CO, NV, AZ, NM, TX, OK, ND, SD, NE, KS, MN and the Kansas City Metro/Independence, MO area. Travel: 25–50%. 

To learn more about GMR and how our values are at the core of our services and vital to how we approach care, visit www.GlobalMedicalResponse.com.

Global Medical Response and its family of companies are an Equal Opportunity Employer, which includes supporting veterans and providing reasonable accommodations for individuals with a disability.

Check out our careers site benefits page to learn more about our benefit options.

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