VP, Human Resources

About Us

Every moment of every day, people around the world rely on the energy they access through infrastructure built by Quanta. Comprising the largest skilled‑labor force in North America, our employees are highly skilled and innovative, continually working to connect people and power. We’re building the infrastructure that supports the energy transition, and there are more opportunities than ever to be part of our team.

Join us and build your career building a brighter future.

Imagine what you could do here. We encourage, inspire, and support our people to seize opportunities in our corporate office and with hundreds of our operating companies worldwide that provide solutions for the utility, renewable energy, electric power, industrial, and communications industries.

Quanta actively promotes and maintains a culture of belonging where all employees can be themselves, live their values, and find opportunities to succeed. When you join our team, you join a dynamic organization in which career development is encouraged, excellence is rewarded, and diversity is prized. Come find out how our people power modern life.

The Vice President, Human Resources is a foundational executive leadership role responsible for building and leading the full people function for the organization. Reporting directly to the President, this position will design, implement, and scale the HR infrastructure, programs, systems, and culture needed to attract, develop, engage, and retain talent across both field and corporate populations.

This role serves as the primary strategic people advisor to the executive leadership team, translating business goals into practical workforce strategies. The ideal candidate is a builder who thrives in complexity, is comfortable creating structure where it does not yet exist, and can balance long‑term people strategy with hands‑on operational execution.

• Serve as a trusted advisor and thought partner to the CEO / President and executive leadership team on people strategy, organizational health, workforce planning, and talent investment decisions.
• Design and implement scalable HR infrastructure, including policies, processes, compliance frameworks, operating systems, and people programs that support business growth.
• Translate business objectives into actionable workforce strategies across field operations, corporate functions, and leadership teams.

• Establish proactive employee relations practices, including feedback mechanisms, stay interviews, engagement surveys, and escalation frameworks.
• Build consistent policy application practices that support fairness, accountability, compliance, and strong employee experience.
• Partner with leaders to address workforce issues early, reduce risk, and reinforce a culture of trust and accountability.

• Lead multi‑year workforce planning in partnership with operational leaders to anticipate talent needs tied to growth milestones, project startups, and geographic expansion.
• Build a high‑volume talent acquisition strategy capable of supporting craft, field leadership, project management, estimating, professional, and executive hiring needs.
• Develop leadership development, succession planning, and career mobility programs that identify and accelerate high‑potential employees from craft level through executive ranks.

• Select, implement, and optimize HR technology platforms that support workforce visibility, data integrity, reporting, compliance, and operational efficiency.
• Establish compensation architecture, job leveling, and total rewards strategies that are competitive within the construction, utilities, and infrastructure sectors.
• Ensure HR policies, programs, and processes support compliance across multiple states, regions, and workforce types.

• Define and operationalize a company culture that honors the history of the trades while supporting the expectations of a modern, growing organization.
• Build engagement strategies that strengthen retention, communication,…