Description

Vice President of Human Resources and Labor Relations
Position Profile

About the Opportunity 

As one of the leading opera companies in the world, Los Angeles Opera began in 1986 as an outgrowth of the 1984 Los Angeles Olympic Arts Festival. With an annual budget of approximately $50 million and a year-round, full-time staff of 95 plus an additional 900 seasonal and part-time employees, the company currently presents five mainstage productions in its home at the Dorothy Chandler Pavilion in downtown Los Angeles, as well as smaller scale presentations in other venues. 

This critical role offers the chance to lead all human resources, organizational culture, and labor relations for the company as a key thought partner to, and direct report of,  the CEO. Working closely with the entire executive team and board, they will ensure that strategic people initiatives bolster the organization’s commitment to artistic brilliance and mission-driven impact while maintaining the fiscal health and long-term vitality of the institution.

About LA Opera

Presenting benchmark productions of the standard repertoire alongside new and rarely staged works, LA Opera is a pillar of the Southern California arts community and the fourth-largest opera company in the United States. The company brings together world-renowned singers, conductors, directors, and designers to create opera that attracts the attention of audiences and critics nationally and internationally. Its seasons are wide-ranging, inviting Angelenos to experience beloved classics, rediscovered masterpieces and contemporary works across the mainstage, Off Grand, and other programs. 
 
LA Opera has earned distinction for ambitious artistic initiatives that extend beyond individual productions. Since launching Recovered Voices in 2007, the company has maintained an unparalleled commitment to presenting works by composers whose lives and careers were affected by the Holocaust. Its first complete Ring cycle in 2010 inspired Ring Festival LA, a countywide exploration of the work’s cultural significance that became a model for subsequent multidisciplinary festivals, including Britten 100/LA, Figaro Unbound and Eurydice Found. These initiatives reflect LA Opera’s conviction that opera can serve as a catalyst for discovery, dialogue and civic engagement throughout Los Angeles. 
 
Beyond the stage of the Dorothy Chandler Pavilion, LA Opera reaches communities across the region through adventurous Off Grand presentations and extensive learning and engagement programs. The company embraces its role as both an artistic leader and a civic institution, creating opportunities for people of all ages and backgrounds to encounter opera and participate in the cultural life of Los Angeles. 
 
Christopher Koelsch has served as President and CEO since 2012, having joined LA Opera in 1997 and subsequently holding a series of artistic and executive leadership positions. The company enters its 40th anniversary season at a significant moment of artistic and institutional momentum. Domingo Hindoyan began his tenure as Music Director in July 2026, succeeding James Conlon, who concluded an acclaimed 20-year tenure and now serves as Conductor Laureate. Together, Koelsch and Hindoyan are building on four decades of achievement while shaping an ambitious and sustainable future for opera in Los Angeles. 

Meet Domingo Hindoyan, Los Angeles Opera’s New Music Director 

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. 

The work is based at the company’s offices at The Music Center in downtown Los Angeles.  LA Opera maintains a hybrid workplace with personnel working onsite at its offices for a minimum of three days during the standard workweek. While remote work is available for the remaining days, all schedules remain subject to the institution’s evolving operational and production requirements. Notably, members of the executive leadership team typically maintain a more  significant presence onsite than the established minimum policy.

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.

Compensation

The salary range for this leadership role is $250,000 to $275,000. Los Angeles Opera recognizes that a comprehensive total rewards philosophy is essential to institutional excellence and the long-term vitality of our workforce. The organization is dedicated to providing a multifaceted health and wellness portfolio that emphasizes accessibility, quality, and individual choice. This commitment includes offering competitive benefit structures, robust health insurance options, and strategic programs designed to bolster financial security and retirement readiness.

Application Instructions

The Vice President of Human Resources and Labor Relations search is being conducted on behalf of Los Angeles Opera by TOC Arts Partners, a national consultancy aligning strategies, structures, and leadership toward a thriving cultural sector. The search is being led by Senior Consultant Ed Yim, in consultation with and support from the TOC Arts Partners search team.

To apply, visit the online application and submit your materials. Your cover letter should include any training or experience relevant to the job profile that you would like to highlight, why you consider yourself a good fit for this opportunity, and anything else you’d like us to know about your qualifications that may not be present in your resume. 

For general questions or nominations of prospective candidates, please contact:
 searchteam@tocartspartners.com. We kindly request no phone calls. 

Specific questions about the position may be directed to: 
Ed Yim, Senior Consultant: ed@tocartspartners.com  

Applications will be accepted until this role is filled. We encourage you to apply by October 9 for priority consideration. Interviews may begin at any time, and we encourage you to apply as early as possible for best consideration. Please note that applying before the priority deadline does not guarantee an interview, and all applicants will receive a response regarding the consideration and status of their candidacy. 

Not sure you meet 100% of our qualifications? Research shows that cis men apply for jobs when they fulfill an average of 60% of the criteria, while others tend only to apply if they meet every requirement. If you believe that you could excel in this role, we encourage you to apply. We are dedicated to considering a broad array of candidates, including those with diverse workplace experiences and backgrounds. So, whether you’re returning to work after a gap in employment, simply looking to transition, or taking the next step in your career path, we will be glad to have you on our radar.