VP, Ops Shared Services

Overview

VP, People Ops Shared Services

Apex Service Partners — People Operations

FUNCTION

People Operations

REPORTS TO

Chief People Officer

LOCATION

Tampa, FL or Dallas, TX

TYPE

Full-Time
• Exempt

Who We Are

Founded in 2019, Apex Service Partners is the nationwide leader in residential home services — HVAC, plumbing, and electrical — operating in 40+ states with 150+ locations, 12,000+ team members, and $3B+ in annual revenue. We’ve closed 300+ acquisitions and we’re just getting started.

At Apex, People Operations isn’t a support function — it’s a strategic differentiator. You can’t outsource a technician. Our mission is to be the best employer in the trades, and the infrastructure we build in People Ops makes that possible at scale.

The Opportunity

We’re hiring a VP of People Ops Shared Services to build and run the centralized HR engine that powers 150+ locations across the country. This role exists for one reason: to absorb the technical complexity of HR — payroll, benefits, compliance, HRIS, compensation, labor, and M&A integration — so that field HR and operational leaders can stay focused on what matters most locally: talent, culture, and performance.

You’ll build scalable systems and playbooks that ensure consistent, compliant, high-quality HR execution across every market we operate in — today and as we continue to grow aggressively through acquisition and organic expansion.

This is a hands‑on, high‑ownership role reporting directly to the Chief People Officer. The right person is excited by scale, energized by complexity, and has a proven track record of building shared services that field teams actually love to use.

What You’ll Own

Shared Services Infrastructure

• Lead centralized delivery of Payroll, Benefits Administration, Compensation & Total Rewards, HRIS/HR Technology, Labor & Employment Law, and M&A HR Integration
• Build and maintain scalable SOPs and playbooks that create “one way, every day” execution across 150+ locations
• Reduce variance in HR operations without removing local accountability — your job is to make field HR’s job easier, not bigger

Process Standardization & Systems

• Audit current‑state HR workflows and identify what should be absorbed centrally vs. owned locally; execute the transition with minimal disruption
• Drive measurable improvement in HRIS data integrity, payroll accuracy, benefits enrollment, and time‑to‑process across all functions
• Partner with Tech Services on a multi‑year HR technology roadmap; evaluate vendors, consolidate platforms, and optimize the HR stack

M&A HR Integration

• Own the HR integration playbook for acquired companies — target full Shared Services onboarding within 5 business days of close
• Ensure new partner companies are integrated into benefits, payroll, HRIS, and compliance programs quickly and cleanly, minimizing burden on Regional teams

Compliance & Risk Management

• Lead multi‑state labor law and compliance strategy; build proactive monitoring systems in partnership with Legal
• Assess employment legal exposure and develop systems to mitigate risk before it becomes liability

Team Leadership

• Build and develop a lean, high‑performing Shared Services team with a genuine service culture
• Provide clear scorecards, coaching, and IDPs for direct reports; develop internal talent for future opportunities
• Be a trusted partner to field HR leaders and operational executives — solving real problems fast

Your First 90 Days

• Conduct a full audit of all Shared Services functions (Payroll, Benefits, HRIS, Comp, Labor, M&A integration): document current state, gaps, redundancies, and quick wins
• Visit markets weekly; meet every regional People Ops leader and key field operators to understand pain points and build trust
• Map HR workflows currently handled locally that belong centrally; deliver a prioritized transition roadmap to the CPO by Day 90
• Assess all vendor relationships (payroll, benefits, HRIS) for savings, consolidation opportunities, and risk

Who You Are

Must‑Haves

• 10+ years of progressive HR experience with deep, hands‑on expertise across at least 4 of:
  Payroll, Benefits, HRIS, Compensation, Labor/Employment Law, M&A HR Integration
• Proven track record building or scaling HR shared…