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Director, Human Resources and Labor Relations (Remote)

February 18, 2026

Description

At ScionHealth, we empower our caregivers to do what they do best. We value every voice by caring deeply for every patient and each other. We show courage by running toward the challenge and we lean into new ideas by embracing curiosity and question asking. Together, we create our culture by living our values in our day-to-day interactions with our patients and teammates.

Job Summary

The Director of Human Resources – Union Facilities provides strategic and operational HR leadership for unionized healthcare facilities. This role is responsible for ensuring effective labor relations, compliance with collective bargaining agreements (CBAs), and alignment with employment laws and organizational policies, while supporting workforce stability, engagement, and high-quality patient care. The Director serves as a trusted advisor to executive leadership, facility leaders, legal counsel, and union representatives, balancing operational needs with contractual obligations and regulatory requirements in a complex healthcare environment.

Essential Functions

Serve as the primary HR leader for labor relations across assigned unionized facilities.
Develop and implement enterprise-wide HR strategies aligned with organizational goals, patient care standards, and union agreements.
Lead HR initiatives that support recruitment, retention, engagement, and workforce sustainability in a unionized healthcare environment.
Serve as a trusted advisor to executive and facility leadership on workforce planning, labor strategy, organizational change, and risk mitigation.
Develop and execute HR strategies that support organizational objectives, workforce sustainability, and patient care delivery in a unionized environment.
Interpret, administer, and ensure compliance with collective bargaining agreements.
Lead or support contract negotiations, re-openers, and memoranda of understanding (MOUs).
Manage grievance processes, arbitrations, and dispute resolution in partnership with legal counsel.
Train leaders and managers on union practices, CBA requirements, and effective employee relations.
Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations (e.g.,
Oversee HR policies and procedures to ensure consistency with CBAs and regulatory requirements.
Partner with compliance, legal, and risk teams to proactively identify and mitigate labor-related risks.
Support recruitment and onboarding strategies tailored to union healthcare roles, including clinical, operational, and support staff.
Promote a culture of respect, inclusion, and accountability across unionized facilities.
Address complex employee relations issues, ensuring fair, consistent, and contract-compliant outcomes.
Support engagement initiatives that enhance morale, reduce turnover, and improve patient outcomes.
Oversee performance management processes aligned with union agreements.
Ensure compensation and benefits programs comply with CBAs and remain competitive within the healthcare market.
Partner with finance and payroll teams to manage wage structures, differentials, premiums, and contractdriven pay practices.
Oversee HR systems, data integrity, and reporting related to labor metrics, turnover, grievances, and staffing trends.

Knowledge/Skills/Abilities/Expectations

In-depth knowledge of labor relations, collective bargaining agreements, and employment law.
Strong negotiation, conflict resolution, and relationship-management skills.
Ability to balance operational priorities with contract compliance and employee advocacy.
Excellent communication, analytical, and decision-making skills.
Ability to balance operational priorities with compliance, risk management, and employee advocacy.

Qualifications

Education

Bachelor’s Degree in Human Resources, Business Administration, Healthcare Administration, or a related field (required)
Master’s Degree in a related field (preferred)

Licenses/Certifications

Professional HR certification (e.g., SHRM-SCP, SPHR) preferred

Experience

7-9 years progressive HR leadership experience, with significant experience in unionized healthcare environments (required)
Prior Experience managing collective bargaining agreements and labor negotiations (required)
Prior Experience supporting unionized healthcare environments (required)

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

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4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

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Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

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Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

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This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...