Vice President of Human Resources and Labor Relations

This is a Full Time Job

Vice President of Human Resources and Labor Relations

Job Description

Reporting directly to the President and CEO, the Vice President of Human Resources and Labor Relations provides strategic leadership for the company's human resources function, with responsibility for labor strategy and collective bargaining, executive counsel and employee relations, and the continued development of a modern, effective HR operation. The role also oversees compensation and benefits, talent acquisition, organizational development, workforce planning, professional learning, internal communications, EDIB initiatives, and compliance.

The Vice President will work across an unusually varied workforce encompassing administrative employees, artists, musicians, stage personnel, craftspeople, and other seasonal and union represented employees. Success will require fluency in institutional strategy, day-to-day employee relations, and the distinctive artistic, financial, and operational realities of a producing performing arts organization.

Key Responsibilities - What You'll Get to Do Here

The Vice President will lead this broad portfolio through sound prioritization, strong project management, and close partnership with executive leadership, department heads, external advisors, and an HR associate. The Vice President is fully supported by pro bono labor counsel. The work must be grounded in collaboration, confidentiality, clear communication, sound judgment, and trust. The successful candidate will have deep experience in as many of the following areas as possible:

Executive Leadership
Act as a key advisor to the President and CEO, the executive leadership, and the Board on all matters involving human capital, organizational efficacy, and workplace culture.
Function as the primary administrative liaison to the Board of Directors' HR and EDIB committees.
Collaborate with a board member dedicated as pro bono labor counsel in all areas of employment policy.
Represent the executive leadership at institutional gatherings, performances, and community events to support broader donor and stakeholder relations.

Organizational Culture, Employee Engagement & EDIB
Partner with the executive team and department heads to cultivate a workplace that mirrors LA Opera's values: artistic brilliance, accountability, collaboration, and deep employee engagement.
Lead EDIB strategies that strengthen belonging and organizational connection while improving the employee experience, recruiting and retention.
Lead organizational design and change-management efforts that ensure institutional stability, operational efficiency, and professional excellence.
Elevate leadership development and professional growth initiatives throughout the organization via targeted coaching, performance management, talent development, and robust succession planning.
Monitor organizational climate and develop targeted interventions that improve workplace effectiveness, employee well-being, and the overall employee experience.
Lead internal communications that promote transparency and institutional alignment.

Labor Relations
Provide overarching vision and tactical execution for labor relations.
Forge and sustain constructive labor-management partnerships across the organization's nine collective bargaining agreements, balancing institutional stability, fiscal responsibility, operational agility, and the interests of represented employees.
Serve as the chief spokesperson and lead negotiator during all collective bargaining sessions.
Design negotiation frameworks that support fiscal health while fostering productive, long-term labor-management partnerships, with full support from pro bono labor counsel.
Partner with Finance to model and evaluate the budgetary and operational implications of labor proposals.
Provide strategic counsel to the Artistic and Production departments to integrate labor considerations into daily operational planning.
Direct contract administration, including grievance management, dispute resolution, and preparation for any necessary arbitration.
Stay abreast of labor trends and regulatory shifts within the nonprofit performing arts and entertainment landscape.

Human Resources Leadership
Direct the full scope of human resources policies, programs, and professional services for the entire institution, aligning them with the company's mission, values, and long-term operational requirements.
Execute equitable and competitive compensation and benefits programs that align with modern workforce standards, fiscal responsibility, and organizational goals.
Oversee sensitive employee relations matters, including workplace investigations, conflict resolution, and performance evaluation systems.
Lead efforts in talent acquisition, onboarding, and workforce development to ensure a stable and skilled staff.
Oversee HRIS platforms and data governance to ensure operational excellence and the security of confidential records.

Compliance & Risk Management
Ensure compliance with federal and state employment laws, with particular expertise in California requirements.
Advise the executive team on regulatory developments, emerging employment risks, and appropriate institutional responses.
Collaborate with legal counsel to address emerging labor relations issues and complex employment matters.

Candidate Profile & Qualifications
A minimum of ten years of leadership experience within human resources and labor relations, specifically within highly unionized environments.
A background in the performing arts sector is preferred.
A proven track record of success in chief spokesperson roles for collective bargaining and the nuanced management of complex labor-management partnerships.
Fluency with federal and state-specific employment statutes and labor regulations and the dynamic between them.
The professional maturity to serve as a high-level advisor to executive leadership, effectively shaping long-term institutional strategy.
Superior competencies in organizational leadership, transparent communication, and sophisticated negotiation, alongside expert-level facilitation and dispute resolution.
Extensive experience directing cultural transformation and change management efforts while maintaining a steadfast commitment to advancing equity, diversity, inclusion, and belonging.