Vice President of Talent Acquisition & Workforce Strategy

Monthly travel to Minnesota + Enterprise-Level Build + Executive Investment Behind TA + Hyper-Growth

We are a nonunion specialty contractor with more than three decades of history in industrial electrical, automation, power services and renewable energy. What started as a regional electrical shop is now a turnkey engineering, procurement and construction partner delivering utility-scale solar, battery storage, data center and heavy industrial projects across 30+ states. Our work spans manufacturing, food and beverage, grain processing, mining and energy, and our growth is accelerating quickly.

We move fast, take calculated risks and value people who take ownership. Leadership sees talent as the single biggest factor in hitting our growth goals and is ready to invest to get it right.

• Build something that lasts:
  You define the enterprise TA and workforce playbook during a period when hiring volume will exceed 1,000 people in a year.
• Investment behind the work:
  Leadership has made it clear that a well-supported business case for team, programs or spend gets funded.
• Seat at the table:
  Report to the CHRO and sit on the HR leadership team, shaping the operating model alongside a new HRBP leader.
• Legacy-level mission:
  Lead a trades-awareness and early-career pipeline effort ownership considers core to the company's future, from classrooms to apprenticeships.
• Flexibility:
  Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required.
• Low bureaucracy, high autonomy: culture where people who roll up their sleeves and own outcomes get room to operate.

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 mobility 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 mobilizations, 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 mobilized quickly.
• Track pipeline health by qualified talent, conversion,…