Executive Vice President of Operations

Job Description

Job Description

Executive Vice President of Operations

Location: Multi-Location / Field-Based

Job Title: Executive Vice President of Operations

Reports To: President

Scope: Six HVAC, plumbing, and electrical locations across multiple geographies and brands

Direct Reports: Vice President of Field Operations; location General Managers; others as assigned

Organizational Role: Senior operating leader for the home services portfolio platform

Travel: At least quarterly to each location, plus additional travel based on business need

Compensation: $200,000 – $250,000 base salary, depending on experience, plus performance bonus

Position Overview

Our client is in a strong growth phase and views disciplined operations as a critical lever for continued expansion. This role was established to provide senior-level operating leadership, strengthen alignment across six brands and markets, and create clear accountability for financial and operational performance at the partner companies. The EVP of Operations will elevate the organization's operating playbook and ensure that people, processes, technology, and capital are aligned to measurable business outcomes.

The EVP of Operations is accountable for profitable, predictable performance across a six-location portfolio and serves as the senior operating leader for the platform. This leader translates company strategy into location-level commitments, directly leads the Vice President of Field Operations and the location General Managers, and builds a scalable operating system that balances discipline with the needs of each local brand and market.

Leadership Model:

The EVP of Operations has final accountability for portfolio operating results, priorities, and leadership performance. The Vice President of Field Operations reports to this role and owns field execution, including on-site audits and coaching, adherence to operating best practices, hiring-process quality, onboarding/offboarding, field-based training and leadership-development delivery, and on-site implementation of operational integrations. The EVP of Operations sets enterprise outcomes, leadership-development priorities, and performance expectations; the Vice President of Field Operations determines how field work, coaching, and reinforcement are executed within delegated authority.

Key Responsibilities

Partner Company P&L Management and Forecasting

• Own location performance against budget, including revenue, gross margin, labor productivity, operating expenses, EBITDA, cash performance, and forecast accuracy.

• Lead the annual budgeting process, rolling forecasts, monthly variance reviews, and written recovery plans with the family office finance team and each General Manager.

• Recommend portfolio resource decisions involving leadership talent, headcount, overtime, fleet, facilities, equipment, and capital based on return, capacity, risk, and business need.

KPI Governance and General Manager Accountability

• Own the operating scorecard, KPI definitions, weekly performance cadence, and monthly business reviews across all partner companies.

• Directly lead General Managers: set financial and operating expectations, coach business leadership, track commitments, and make timely talent or corrective-action decisions within delegated authority.

• Connect financial outcomes to the operating drivers behind them, including booking, conversion, capacity, average ticket, memberships, productivity, callbacks, and customer retention.

Leadership of Field Operations

• Directly lead and develop the Vice President of Field Operations by setting priorities, decision rights, performance expectations, and measurable outcomes.

• Use KPI trends, General Manager needs, and field observations with the Vice President of Field Operations to identify capability gaps, prioritize field interventions, and convert findings into clear corrective plans.

• Empower the Vice President of Field Operations to resolve field issues within delegated authority, remove cross-functional barriers, and ensure that every location receives one coordinated operating direction.

Leadership Development and Training

• Set the leadership-development strategy for General Managers and location leaders, using KPI trends, succession needs, and operating priorities to identify capability gaps and define measurable outcomes.

• Partner closely with the Vice President of Field Operations to co-design and execute practical training, coaching, and leadership-development initiatives. The EVP of Operations owns enterprise priorities, resources, and leader accountability; the Vice President of Field Operations leads field-based delivery, reinforcement, and adoption.

• Build a strong leadership bench through talent reviews, individual development plans, and succession planning, and evaluate effectiveness through observed leadership behaviors, operating consistency, and performance improvement.

Strategic Growth and Cross-Functional Leadership

• Prioritize initiatives that materially improve growth, margin, capacity, customer experience, leadership strength, workforce readiness, or risk.

• Lead acquisition integrations through a defined operating thesis, baseline economics, leadership expectations, reporting, and a sequenced 30/60/90-day plan.

• Align Finance, HR, Marketing, IT, Procurement, and Field Operations so locations receive practical support, decisions are made quickly, and accountability remains clear.

Requirements

• 10+ years of progressive operations leadership with meaningful multi-location P&L responsibility and experience leading executives, General Managers, or market leaders.

• Experience in HVAC, plumbing, electrical, or an adjacent field-service business is strongly preferred, along with fluency in service, installation, dispatch, labor capacity, fleet, and technician economics.

• Experience in a private-equity-backed, acquisitive, roll-up, or multi-brand environment.

• Demonstrated strength in financial management, forecasting, performance improvement, executive leadership, and integration.

• Low ego, high integrity, sound judgment, and concise communication skills.

Success Measures

• Financial performance, labor productivity, cash performance, and forecast accuracy versus plan.

• Sustained improvement in core growth, productivity, quality, membership, and customer KPIs.

• Strong accountability and succession readiness among General Managers and location leaders.

• Reduced variation between locations and a repeatable, integration-ready operating system.

The base compensation for this position is expected to range between $200,000 - $250,000 per year. This range is a good-faith estimate, based on the qualifications necessary for the position, including experience, training, and other considerations permitted by law. Factors that may be used when making an offer may include a candidate's skills, experience, the expected quality and quantity of work, and internal pay alignment, as needed.

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity or any other characteristic protected by law.

Employee(s) will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments.