HR Director – Workplace culture and engagement

The Senior HR Leader will play a pivotal role in driving employee engagement strategies and providing robust support to our mid-level and front line management teams for the West division. This position requires an influential leader with a strong background in HR, change management, and organizational development and proactive employee relations. The ideal candidate will possess the ability to influence and inspire teams, fostering a culture of collaboration, innovation, and continuous improvement.

The employee must be based in Oregon or California. San Diego or Portland are preferred locations.

Key Responsibilities:

This role will anticipate potential engagement issues, and mitigate risks through proactive communication, education, and collaboration. This includes identifying potential vulnerabilities, analyzing trends, and creating programs to promote positive employee relations.

*Relationship Building: Cultivate and maintain strong relationships with employees, and key stakeholders at various levels of the organization.

*Preventative Measures: Develop and deliver training programs in collaboration with Employee Relations and Global Talent Management for managers and employees on positive employee relations topics, including actions and follow up based on employee feedback, leveraging best practices for communication and change leadership. Proactively identify and address potential employee relations issues before they escalate.

Risk Assessment Mitigation: Conduct regular risk assessments to identify potential challenges.

Collaboration Communication: Collaborate closely with HR Business Partners, Legal, and other relevant departments to ensure alignment on positive engagement matters. Communicate effectively with employees and stakeholders on updates and initiatives.

1. Employee Engagement Strategy:

Develop and implement comprehensive employee engagement strategies that align with organizational goals.

Executes on initiatives that create a sense of belonging and drive greater discretionary efforts

Analyze employee engagement and retention metrics to identify areas for improvement and drive actionable solutions.

Support leaders with the monitoring and actioning of feedback

Collaborate with leadership to create initiatives that enhance employee satisfaction, morale, and retention

2. Mid-Level Management Support :

Provide guidance and support to mid-level managers in developing their leadership capabilities and enhancing team performance.

Partnering with GTM and ER to develop training and development programs tailored to the needs of mid-level management, focusing on effective communication, coaching, and performance management.

Act as a trusted advisor to managers, helping them navigate challenges and fostering a supportive environment.

3. Change Management:

Lead change management initiatives related to culture transformation, ensuring alignment with organizational objectives.

Design and execute change management plans that promote employee buy-in, minimize resistance, and facilitate smooth transitions.

Collaborate with cross-functional teams to drive organizational change efforts and ensure successful implementation.

4. Culture Transformation:

Champion a culture of inclusivity, collaboration, and continuous learning by embedding these values into all day-to-day practices.

Execute programs and initiatives that retain and develop talent

Conduct assessments of the current organizational culture and recommend and implement strategies for transformation.

5. Stakeholder Engagement:

Build strong relationships with key stakeholders across the organization, including executive leadership, front line employees, mid level leaders to advocate for employee engagement and management support initiatives.

Present findings on progress and outcomes of engagement initiatives to leaders and make recommendations for ongoing program improvements.

6. HR Analytics and Reporting:

Utilize HR analytics to track the effectiveness of engagement initiativesMinimum Requirements:

8-10 years of significant HR experience

Proven Labor Relations and Proactive Employee Relations Experience

Undergraduate degree

Application Window: Open through 3/7/2025

Pay Range: $130,000-$160,000 + bonus

All job offers will be based on a candidate’s skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data.

The position is also eligible for an annual bonus under the Labcorp Bonus Plan. Bonuses are payable based on corporate and/or business segment performance and are subject to individual performance modifiers.

Benefits: Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Casual, PRN Part Time employees regularly scheduled to work less than 20 hours are eligible to participate in the 401(k) Plan only. For more detailed information, please click here .

Labcorp is proud to be an Equal Opportunity Employer:

As an EOE/AA employer, Labcorp strives for diversity and inclusion in the workforce and does not tolerate harassment or discrimination of any kind. We make employment decisions based on the needs of our business and the qualifications of the individual and do not discriminate based upon race, religion, color, national origin, gender (including pregnancy or other medical conditions/needs), family or parental status, marital, civil union or domestic partnership status, sexual orientation, gender identity, gender expression, personal appearance, age, veteran status, disability, genetic information, or any other legally protected characteristic. Additionally, all qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law.

We encourage all to apply

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