Vice President of Talent Acquisition & Workforce Strategy

Location:

Eagan,MN, US

Experience: VP

Salary: $225,000 - $255,000 per year

This executive owns how the organization attracts, selects and develops the workforce it needs to grow. The role links business plans and project pipelines to practical talent‑supply strategies across field, skilled trades, technical, professional and leadership roles, and balances near‑term hiring results with longer‑term investment in apprenticeships, school partnerships, early careers, internal mOur Clientlity and pipelines for new markets.

The VP is accountable for the direction, capability and outcomes of the recruiting function and leads through a director who manages daily recruiting delivery, recruiter workflow and open requisitions. The VP sets strategy, defines standards and priorities, drives analytics and labor‑market intelligence, develops leaders, clears systemic obstacles and keeps recruiting results tied to business commitments.

The right leader moves easily between multi‑year workforce strategy and the day‑to‑day realities of a fast‑growing, geographically spread, project‑based organization, and brings credible labor‑market insight, disciplined use of data and a partnership mindset to decisions about where, when and how talent supply gets built.

• Build and continually evolve a recruiting strategy aligned to growth plans, project commitments, geographic expansion, acquisitions and a changing workforce mix.
• Convert business forecasts and approved headcount into recruiting and pipeline plans by job family, location, priority and required start date.
• Deliver qualified talent for both high‑volume field hiring and specialized technical, professional and leadership roles.
• Counsel executives and business leaders on labor‑market feasibility, supply constraints, talent risk and the investment needed to hit plan.
• Design scalable approaches for project mOur Clientlizations, new‑state entry, acquisitions and periods of accelerated hiring.

• Lead the function through the director of recruiting operations, setting goals, performance expectations and development priorities.
• Partner with the director on team structure, capacity and specialization across volume, skilled trades, hard‑to‑fill, early careers, leadership hiring and recruiting operations.
• Put consistent intake, prioritization, service level, selection and escalation practices in place across business units while allowing for local labor‑market differences.

• Develop a multi‑channel supply strategy for roles that most affect project delivery, including apprentices, journeyman electricians, site coordinators, foremen, project managers and specialized technical talent.
• Build always‑on talent communities and reliable sourcing channels for roles hired continuously or mOur Clientlized quickly.
• Track pipeline health by qualified talent, conversion, readiness and retention.

• Set strategy for partnerships with technical schools, high schools, colleges, workforce boards, veteran groups, trade associations and community organizations in current and future markets.
• Provide direction and partnership for the company’s trades‑awareness initiative and apprenticeship pipelines.
• Oversee internship and early‑career program strategy and execution.
• Grow relationships with Spanish‑speaking and bilingual communities and organizations that expand access to field careers.

• Identify priority talent audiences and build a differentiated employee value proposition for electricians, field leaders, technical specialists, professionals,…