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Vice President Of Employee Relations Jobs (NOW HIRING)

MGT

Vice President, Employee Relations and Compliance

$129K - $173K/yr

Vice President, Employee Relations and Compliance FLSA STATUS: Exempt Location: Remotely based U.S ... MGT is a leading provider of technology and advisory solutions serving state, local, and education ...

Electrosoft

Vice President of Human Resources

Reston, VA · On-site

Vice President of Human Resources (VP of HR) C ompany Overview: We are a rapidly growing government ... Oversee compensation, benefits, performance management, and employee relations to drive engagement ...

Soni Resources

VP of Human Resources

Morristown, NJ · On-site

$260K/yr

Support employee relations, compliance, performance management, and policy development * Oversee ... Senior HR leadership experience at the Director, Sr. Director, Head of HR, or VP level * Experience ...

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How much do vice president of employee relations jobs pay per year?

As of Aug 27, 2026, the average yearly pay for vice president of employee relations in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What does a vice president of employee relations do?

A Vice President of Employee Relations is responsible for overseeing an organization's employee relations strategies, policies, and programs. They work to create a positive workplace environment by addressing employee concerns, managing workplace conflict, and ensuring compliance with labor laws. This role often involves collaborating with other executives and HR leaders to develop initiatives that promote employee engagement and organizational effectiveness. Additionally, they may handle investigations, resolve disputes, and implement best practices for fair treatment across the company.

What are some common challenges faced by a vice president of employee relations, and how are they typically addressed?

A Vice President of Employee Relations often navigates complex challenges such as managing large-scale organizational change, resolving high-stakes employee disputes, and ensuring compliance with evolving labor laws. These professionals must balance the interests of employees and leadership while maintaining a positive workplace culture. Addressing these challenges typically involves developing proactive communication strategies, implementing robust conflict resolution frameworks, and staying up-to-date with legal trends. Collaboration with HR, legal counsel, and executive leadership is essential to create fair and consistent policies.

What are the key skills and qualifications needed to thrive as a vice president of employee relations, and why are they important?

To thrive as a Vice President of Employee Relations, you need expertise in labor law, conflict resolution, HR management, and a track record of leading strategic employee relations initiatives, often supported by a degree in HR, Business, or a related field. Familiarity with HRIS platforms, case management systems, and relevant certifications like SHRM-SCP or SPHR is highly valuable. Exceptional interpersonal skills, leadership, discretion, and the ability to influence across all organizational levels set top performers apart. These skills are essential for fostering a positive workplace culture, mitigating risk, and aligning employee relations strategies with business objectives.

What is the difference between Vice President Of Employee Relations vs Employee Relations Manager?

AspectVice President Of Employee RelationsEmployee Relations Manager
ResponsibilitiesOversees company-wide employee relations strategies, policy development, and executive-level initiativesManages day-to-day employee relations issues, mediates conflicts, and implements policies at departmental levels
Required CredentialsBachelor’s degree, often a master’s, HR certifications, extensive experience in HR and employee relationsBachelor’s degree in HR, Business, or related field, HR certifications preferred, relevant experience in employee relations
Work EnvironmentStrategic, executive-level setting, collaborating with senior leadershipOperational, team-focused environment, working closely with HR teams and employees

The Vice President Of Employee Relations focuses on strategic, company-wide initiatives and policy development at an executive level, while the Employee Relations Manager handles daily employee issues and departmental implementation. Both roles require HR knowledge and experience, but the VP role involves broader strategic responsibilities.

What cities are hiring for Vice President Of Employee Relations jobs?

Cities with the most Vice President Of Employee Relations job openings:

What are the most commonly searched types of Of Employee Relations jobs?

The most popular types of Of Employee Relations jobs are:

What states have the most Vice President Of Employee Relations jobs?

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Vice President Of Employee Relations jobs near you
Infographic showing various Vice President Of Employee Relations job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 19% Part Time, 4% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

Vice President of Human Resources

Creve Coeur, MO • On-site

MGM Healthcare
Health Care and Social Assistance • 51 - 200 employees

4.8

Company rating: 4.8 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

People enjoy working here

Learn more about MGM Healthcareexternal

Full-time

Re-posted 27 days ago

Job description

) At MGM Healthcare, we deliver the highest quality of care for every resident through our most asset: you. We seek compassionate and thoughtful individuals who share our passion for exceptional care in senior living. MGM Healthcare partners with a vast network of skilled nursing centers across 2 states to support our small team environment of caring professionals with the resources and benefits of a large enterprise. Your legacy of excellence begins when you join us at MGM Healthcare
Position Summary
The Vice President of Human Resources (VP of HR) is a senior executive responsible for leading the organization's human resources strategy and aligning workforce initiatives with business objectives. The VP of HR oversees all aspects of employee management, employee relations, compensation and benefits, organizational development, compliance, workforce planning, and culture. This position partners closely with the Executive Leadership team to build a high-performing, engaged workforce.
The VP of HR also ensures compliance with healthcare regulations while supporting recruitment and retention of clinical and non-clinical staff across multiple facilities.
Essential Functions
  • Develop and implement the organization's human resources strategy.
  • Serve as a strategic advisor to the CEO and executive leadership team.
  • Succession planning, and workforce planning initiatives.
  • Oversee employee relations and foster a positive, inclusive workplace culture.
  • Design competitive compensation and benefits programs.
  • Ensure compliance with federal, state, and local employment laws.
  • Develop leadership training and employee development programs.
  • Drive employee engagement and retention strategies.
  • Monitor HR metrics and use workforce analytics to support organizational decisions.
  • Lead performance management and organizational effectiveness initiatives.
  • Oversee HRIS systems, policies, and departmental budgets.
  • Manage mergers, acquisitions, and organizational change initiatives as needed.

Long-Term Care Responsibilities
  • Strong working knowledge of payroll, benefits administration, employment law, employee relations, compliance, performance management, and talent acquisition.
  • Lead all human resources operations across a multi-state portfolio of healthcare facilities, ensuring consistency, compliance, and operational excellence
  • Serve as the senior HR advisor on complex employee relations matters, investigations, policy interpretation, and organizational change initiatives
  • Utilize HR metrics and workforce analytics to identify trends, measure success, and support data-driven decision making.
  • Partner with Director of Recruitment to recruit and retain nurses, nursing assistants, and support staff.
  • Ensure compliance with healthcare labor regulations, credentialing, and licensing requirements.
  • Support survey readiness and workforce initiatives related to quality outcomes.
  • Reduce turnover through retention, engagement, and recognition programs.
  • Lead labor relations and workforce planning across multiple facilities.

Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, or related field.
  • Master's degree (MBA, MHA, or MS in Human Resources) preferred.

Experience
  • 10-15 years of progressive HR leadership experience.
  • Minimum of 5 years in executive HR leadership.
  • Multi-site healthcare or long-term care experience preferred.
  • Proven success leading HR operations across multiple locations with responsibility for large employee populations.
  • Must live in or willing to relocate to St. Louis, MO metro.

This executive role is responsible for creating a people strategy that supports organizational growth while ensuring a compliant, engaged, and high-performing workforce, particularly in the demanding environment of long-term care and senior living.
EEO Statement:
Our facility provides equal employment opportunities. We are committed to complying with all state, federal, and local laws that prohibit discrimination in employment, including recruitment, hiring, placement, promotion, transfers, compensation, benefits, training, programs, reductions in workforce, termination, and recall. Our facility strives to provide equal opportunity for employment to all individuals who are properly qualified and able to perform the duties of their employment, without regard to employees' legally protected characteristics ("protected class") including: age, sex, race, color, creed, religion, national origin, ancestry, citizenship, marital status, pregnancy, medical condition, physical or mental disability, sexual orientation, gender identity, sex stereotyping, or genetic information.
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