Vice President of Human Resources

Role overview

This is a senior executive role based in Central Massachusetts, with offices also located in Southeastern Massachusetts. The Vice President of Human Resources will lead the full human capital agenda for a growing electrical contracting platform that is expanding through acquisitions. Reporting to the CEO, the role is designed to create scalable people processes, strengthen operational execution, support integration after acquisitions, and contribute directly to enterprise value.

The position calls for a leader who can work closely with Operations and Finance to attract, develop, retain, and align talent across several business units and locations. It combines strategic ownership with direct, hands-on execution in a fast-moving, private equity-backed environment.

Talent acquisition and workforce planning

You will be expected to build recruiting systems that can support hiring across the field and office. This includes sourcing licensed electricians, apprentices, foremen, project managers, estimators, and service technicians. A key part of the role is creating strong relationships with trade schools, apprenticeship programs, workforce development groups, and military transition programs so the company depends less on staffing agencies.

The role also includes evaluating workforce quality during acquisition diligence, identifying retention risks before a deal closes, and creating day-one onboarding and communication plans. In partnership with Operations, you will forecast labor needs from backlog and anticipate shortages before they slow growth.

Retention, engagement, and culture

The HR leader will develop strategies to lower turnover among electricians and field leaders, while creating programs that keep high performers and critical managers engaged. Another important responsibility is building clear career paths from apprentice to journeyman to foreman to superintendent.

You will also lead cultural integration after acquisitions, preserving the strengths of acquired businesses while aligning them with platform-wide standards. This includes strengthening leadership alignment across sites, running employee engagement surveys, improving communication between field and office teams, and creating recognition programs for field employees.

Compensation and incentive design

This role owns the effort to standardize compensation philosophy across acquired companies. That includes benchmarking pay against local markets and creating scalable salary bands and pay structures.

You will also design incentive plans tied to EBITDA, gross margin, safety, labor productivity, and cash flow. Incentives may be built for project managers, estimators, operations leaders, and branch managers. Where applicable, you will help administer management incentive plans, phantom equity, and rollover equity arrangements.

Leadership development and succession planning

You will build development programs for foremen, superintendents, project managers, and branch leaders, with a focus on helping strong individual contributors grow into effective leaders. The role also includes identifying high-potential talent, strengthening the leadership bench for future acquisitions and expansion, and partnering with the CEO on executive recruiting and leadership assessments.

Training and apprenticeship programs

The position will formalize apprenticeship progression systems, track competency development and licensing readiness, and standardize training across business units. You will coordinate technical and safety learning such as OSHA training, leadership development, manufacturer certifications, and project management training. You will also help implement scalable learning management system platforms across the organization.

M&A integration leadership

A major part of the job is supporting acquisitions from HR due diligence through post-close integration. You will evaluate compensation structures, benefit liabilities, retention risks, organizational design, and compliance issues during diligence. After close, you will help standardize benefits, payroll, policies, HRIS tools, and performance management processes, while managing communication through the transition. You will also help clarify reporting lines and leadership roles after integration.

HR systems and infrastructure

You will own the HR technology strategy and implementation roadmap, with responsibility for standardizing onboarding, payroll, performance management, and recruiting systems. The role also requires tracking workforce analytics such as turnover, labor utilization, recruiting funnel performance, safety incidents, overtime, headcount growth, and employee productivity. In addition, you will help build scalable employee handbooks and operating policies.

Safety partnership

Although safety reports into Operations, HR will play an active supporting role in safety culture initiatives, training compliance, incident management, return-to-work programs, and workers’ compensation oversight.

Compliance and risk management

This role includes responsibility for employment compliance, wage and hour compliance, multi-state labor law management, and licensing tracking. It also aims to reduce exposure to employment claims, turnover costs, workers’ compensation risk, and hiring-related risk.

Strategic value creation

The HR leader is expected to directly support enterprise value creation by building systems that can scale with acquisitions, improving retention, productivity, labor efficiency, and management effectiveness, and helping the company capture synergy faster after deals close. A further goal is to build a management infrastructure strong enough to support a much larger organization.

Location note

The opportunity is for an executive based in Central Massachusetts, with offices in Southeastern Massachusetts.