Director, Strategic People Partner

Quanta Services•Heber City, UT

About The Position

The Director, Strategic People Partner is a senior HR business leader responsible for driving alignment between business strategy and people strategy across multiple operating regions. This role partners directly with senior operational leadership to build leadership capability, develop workforce strategies, and lead a team of Regional People Partners who support day-to-day execution across the field. The Director acts as a coach, strategist, and integrator — ensuring people programs are delivered consistently and effectively, while also adapting to local workforce dynamics, union environments, and project needs.

Requirements

10+ years of progressive HR experience, with 5+ years in a strategic HRBP, director, or multi-site leadership role.
Proven ability to influence senior leaders, coach executives, and lead teams of HR professionals.
Strong labor relations, workforce planning, and leadership development expertise .
Ability to travel regionally and partner with dispersed operations teams .

Nice To Haves

Experience in construction, utilities, or energy infrastructure industries preferred.

Responsibilities

Strategic Leadership: Translate enterprise strategy into regional people plans that enable business performance, operational excellence, and workforce readiness.
People Partner Leadership: Develop team of Regional People Partners, ensuring alignment, consistency, and business partnership quality.
People P rograms : Develop and implement people programs such as performance management, engagement and feedback, development across regions and business.
HR Business Partnership: Serve as a thought partner to regional operations executives; influence decision-making on workforce, structure, and succession.
Leadership Capability & Coaching: Facilitate leadership development, performance coaching, and team effectiveness across multiple regional teams.
Labor & Workforce Relations: Oversee consistent handling of labor and employee relations across union and non-union environments; manage escalation of complex issues.
Workforce Strategy: Partner with operations, safety, and finance leaders to forecast workforce needs, identify skill gaps, and drive workforce optimization initiatives.
Succession & Talent Planning: Lead regional talent reviews, ensuring strong succession pipelines and development strategies for key roles.
Change Leadership: Champion cultural alignment, engagement, and change management across regions experiencing growth and transformation.