VP, HR Business Partners & Talent Management

VP, HR Business Partners & Talent Management

$200000 - $275000 per year | Irving, TX | On-site | Permanent

We're a fast-growing, private equity-backed company in the electrical testing space, expanding through both organic growth and strategic acquisitions. As we scale, we're building out the leadership and people functions to match, investing in strong HR business partnership, talent development, and organizational effectiveness at every level of the field and corporate organization. We operate in a hands-on, safety-first, operationally focused environment, and we're looking for people who want to build something at pace, not just maintain what already exists.

• Competitive Base Salary!
• Extremely Competitive Benefits!
• Flexible Work Schedules!
• Accelerated Career Growth!

Vice President, Talent Management & HR Business Partners

The Vice President, Talent Management & HR Business Partners leads the HR Business Partner function for a fast-growing, private equity-backed electrical testing company, serving as the primary connector between HR strategy and the business itself. This role owns how HRBPs show up for regional and operational leaders every day, and is responsible for making sure that function drives real business results, not just administrative support.

Alongside HRBP leadership, the VP also oversees Talent Management and Learning & Development, and partners closely with executive leadership on M&A integration and organizational scaling.

• HR Business Partner Leadership
• Own and lead the HR Business Partner function end to end, setting the standard for what strong business partnership looks like across the organization
• Oversee the Director of HRBPs and ensure consistent, high-impact support is delivered across field operations and corporate functions
• Equip HRBPs to operate as true partners to frontline leaders, not just process administrators, on performance management, team effectiveness, and employee engagement
• Build the HRBP team's credibility and influence with operational leaders so HR is seen as a driver of business outcomes
• Ensure HRBPs are embedded in how the business actually runs, close to safety, quality, and productivity, not sitting apart from it

• Develop and execute an organizational effectiveness and talent development strategy aligned with value creation goals
• Partner with the CHRO and executive team to drive a high-performance culture centered on accountability, safety, and operational excellence
• Align people strategies with business growth, scalability, and margin improvement objectives

• Lead the people-related aspects of M&A integration, with a focus on organizational alignment, leadership effectiveness, and cultural integration
• Partner with executive leadership to assess organizational structures and accelerate integration of acquired teams
• Implement consistent talent and leadership practices across newly acquired entities, with HRBPs as the primary delivery mechanism on the ground
• Support change management efforts tied to acquisitions, restructuring, and growth initiatives

• Oversee enterprise talent management processes, including performance management, succession planning, and career pathing
• Develop and advance internal talent, with a focus on building strong pipelines for field leadership and critical roles
• Design programs that accelerate the growth of high-performing employees into leadership positions
• Strengthen succession readiness for key operational and technical roles

• Define and execute a scalable learning and development strategy for a distributed, field-based workforce
• Ensure training programs build both technical capability and leadership effectiveness
• Equip frontline…