Vice President of Talent Acquisition & Workforce Strategy

Vice President of Talent Acquisition & Workforce Strategy

$225000 - $255000 per year | Eagan, MN | Hybrid | Permanent

Enterprise-Level Build + Executive Investment Behind TA + Hyper-Growth

A bit about us:

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.

Why join us?

• 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.

Job Details

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.

What You'll Do

Enterprise Recruiting Strategy and Results

• 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.

Recruiting Team and Operating Model

• 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.

Skilled Trades and Critical-Role Pipelines

• 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, readiness and retention.

Apprenticeship, Education and Early-Career Programs

• 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.

Employer Brand, Candidate Experience and Market Intelligence

• Identify priority talent audiences and build a differentiated employee value proposition for electricians, field leaders, technical specialists, professionals, interns and travel-ready employees.
• Partner with Marketing on targeted recruitment campaigns showcasing projects, people, culture and careers; own campaign goals, conversion and ROI and use results to optimize spend.
• Set the standard for a timely, respectful and consistent candidate experience through preboarding and onboarding.
• Build hiring manager capability in role definition, interviewing, evaluation and timely decisions.
• Give leaders actionable insight on labor availability, competitor activity, pay expectations, licensing, geographic mobility and candidate feedback.
• Turn market and candidate insight into recommendations for recruiting strategy, workforce programs and the broader employment offer.

Recruiting Technology, Analytics and Continuous Improvement

• Own the roadmap for the HCM/ATS platform and supporting recruiting technology.
• Define a focused set of metrics and service expectations that tie recruiting activity to business outcomes, workforce readiness and early retention, using trends and predictive insight to flag risk.
• Lead strategy for recruiting spend, agencies, labor partners and advertising.
• Keep recruiting and selection practices compliant with federal, state and local requirements and company policy.
• Continuously improve process, technology adoption, conversion, time to hire and quality of hire.

Travel-Ready Workforce Strategy

• Lead the recruiting side of the travel workforce model, including channels, value proposition and travel-ready talent communities.
• Surface barriers around licensing, mobility, schedules, family considerations, lodging, transportation and assignment length, and bring the right teams together to solve them.

What You Bring

• Bachelor's degree in HR, Business, Organizational Development or related field, or equivalent experience.
• TA or workforce development leadership in electrical construction, renewable energy, industrial services, infrastructure, manufacturing or another skilled trades-heavy environment (nonunion preferred).
• 10+ years of progressive talent acquisition, workforce strategy or recruiting operations experience, including leading leaders and multistate teams.
• Proven results building and executing TA strategy across high-volume hourly or field hiring and salaried professional or leadership hiring.
• Experience in a multi-business, geographically dispersed or project-based organization with shifting workforce demand.
• Ability to convert workforce forecasts and labor-market conditions into practical recruiting, pipeline and resource plans.
• Track record building or significantly improving recruiting operating models, processes, service levels, metrics and team capability.
• Strong command of recruiting technology, ATS platforms, data quality and analytics that drive business decisions.
• Experience managing recruiting budgets, agencies, staffing partners, contracts and vendor performance.
• Working knowledge of federal, state and local hiring requirements, including EEO and affirmative action where applicable.
• Executive presence, sound business judgment and the ability to influence leaders, challenge assumptions and drive accountability across teams.

Nice to Have

• Apprenticeship, CTE, community workforce, internship or early-career pipeline experience.
• Experience supporting acquisitions, integrations, rapid geographic expansion or large project mobilizations.
• Experience with a modern HCM/ATS platform, ideally through an implementation or optimization.
• Spanish-language capability or experience building bilingual talent strategies.

How Success Is Measured

• Priority roles filled with qualified talent by the business's required date.
• Critical-role pipeline coverage by job family, business unit, geography and readiness.
• Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source.
• Quality of hire and 60/90/180-day retention for priority populations.
• Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume.
• Hiring manager and candidate confidence in the recruiting process.
• Agency use, recruiting investment and cost per qualified and retained hire.
• Reliable data, strong technology adoption and visible improvement in hiring outcomes.

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