Vice President, Human Resources

First Onsite - US

About The Position

The Vice President of Human Resources leads the HR function for First Onsite's U.S. operations - approximately 1,500 employees across 40 offices nationwide. This role is responsible for the continued strengthening and refinement of HR strategy, policies, and programs - ensuring they serve the evolving needs of the business while making it simpler and more intuitive for employees to engage with HR at every stage of their career. This is not a greenfield build. First Onsite has an established HR infrastructure supported by four functional directors covering Total Rewards, Talent Management, HRIS, and HR Operations. The VP of HR leads through this team - setting direction, maintaining accountability, and ensuring the function operates with consistency and discipline across all U.S. locations. The right candidate will bring the judgment to know what to preserve, the skill to improve what needs improving, and the restraint to avoid change for change's sake. This role reports to the Chief Administrative Officer and serves as a key advisor on workforce matters to the broader senior leadership team. Canada maintains a separate HR function; however, partnership and coordination with the Canadian HR team on company-wide initiatives and shared standards is expected. The Workforce You'll Support Leading HR at First Onsite means understanding a workforce unlike most corporate environments. Our field teams work on active job sites that can be physically demanding, dirty, and full of damaged property - conditions that require resilience, adaptability, and strong on-site problem-solving skills. Work volume is driven in part by weather and seasonal patterns, but everyday events like fires and pipe breaks keep our branches busy year-round. During area-wide catastrophic events, the organization surges - adding resources rapidly to meet demand across affected regions. That means HR must be prepared to support accelerated hiring, deployment logistics, and the unique needs of employees working extended assignments in challenging conditions, sometimes for weeks at a time. The right HR leader will appreciate this environment rather than be intimidated by it and will build HR practices that are practical and responsive enough to serve people doing this kind of work. Strategic HR Leadership Serve as the senior HR leader for a 1,500-employee, 40-location U.S. organization, ensuring HR strategy aligns with business objectives and supports measured, responsible growth Translate business priorities into practical, well-sequenced HR plans that deliver demonstrable value without overbuilding or creating unnecessary organizational complexity Advise the CAO, CEO, and executive team on workforce planning, organizational design, and change management - providing clear, evidence-based recommendations Identify and track key performance indicators for the HR function; use people analytics to inform decisions and demonstrate outcomes rather than activity Coordinate with First Onsite's Canadian HR function as needed to ensure alignment on company-wide programs, policies, and standards Maintain awareness of industry trends and HR best practices, applying them selectively where they genuinely fit First Onsite's culture and operating model Employee Experience & HR Service Delivery Champion continuous improvement of HR processes and touchpoints, with a focus on reducing friction and making it easier for employees - especially those in field operations - to access HR support, information, and resources Foster a culture of transparency and responsiveness within the HR function, setting the standard for how HR engages with the broader organization Talent Acquisition & Workforce Readiness Elevate recruiting as a strategic priority, ensuring First Onsite can attract and retain skilled trades professionals, project managers, and operational leaders in a competitive labor market Oversee workforce readiness strategies that account for the unique demands of disaster response - including surge staffing, rapid mobilization, and the ability to scale teams in response to catastrophic events Total Rewards & Compliance Oversee compensation, benefits and 401(k) programs, continually assessing competitiveness against relevant markets while maintaining fiscal discipline Ensure full compliance with federal, state, and local employment laws, labor standards, and regulatory requirements across all U.S. jurisdictions HR Technology & Operational Efficiency Provide strategic direction for HRIS and HR technology, including the assessment, planning, and eventual execution of a platform modernization initiative over a multi-year horizon Approach technology investments with a clear-eyed view of total cost of ownership, implementation complexity, and realistic timelines for a distributed organization Post-Acquisition Harmonization Support the ongoing harmonization of HR policies, benefits structures, and cultural norms across previously acquired organizations, ensuring employees across legacy entities have consistent and equitable experience • Serve as a resource for future acquisition integration planning should growth through M&A continue Team Leadership Conduct thoughtful performance management, identify retention risks, and ensure the HR team itself models the professionalism and service orientation expected across the organization Build bench strength and cross-functional capability within the HR team without overstaffing or creating unnecessary layers Job Complexity Ensure HR policies and programs are clearly communicated, consistently applied, and practical for a workforce that operates in high-urgency, variable environments across multiple states Ensure talent acquisition practices are consistent across all U.S. markets and reflect the company's commitment to quality and cultural alignment Manage HR-related risk thoughtfully, including employee relations matters, investigations, and policy interpretation across a multi-state footprint Drive process efficiency across all HR operations, with an emphasis on standardization, automation of routine tasks, and elimination of unnecessary manual work Lead and develop a team of four directors, providing coaching, clear expectations, and accountability while trusting them to run their functional areas

Requirements

Advanced written and verbal communication skills
High-level business acumen with the ability to connect HR strategy to financial and operational outcomes
Advanced analytical capability and comfort with people data and workforce metrics
A bias toward simplicity, clarity, and practical solutions over theoretical frameworks and organizational complexity
Thorough knowledge of federal, state, and local employment law and regulatory compliance across multiple U.S. jurisdictions
Advanced interpersonal skills with the ability to engage effectively at all levels of the organization, including remote and field-based employees
Sound conflict-resolution and employee relations skills
15 or more years of progressive Human Resources leadership experience
10 or more years of experience managing people and teams
5 or more years of experience serving as a strategic HR partner to the senior executive leadership (C-suite or equivalent)
Experience leading HR for a large, multi-site, geographically distributed workforce - ideally in field services, construction, restoration, facilities management, or a similarly operationally intensive industry
Experience leading or contributing meaningfully to HRIS platform evaluation, selection, or implementation
Experience operating in organizations shaped by M&A activity, with practical knowledge of post acquisition HR integration and policy harmonization
Experience mentoring and developing a team of directors or senior manager
Bachelor's degree required

Nice To Haves

Master's degree in Human Resources Management, Organizational Development or related field, preferred
Advanced HRCI and/or SHRM certification, preferred

Responsibilities

Serve as the senior HR leader for a 1,500-employee, 40-location U.S. organization, ensuring HR strategy aligns with business objectives and supports measured, responsible growth
Translate business priorities into practical, well-sequenced HR plans that deliver demonstrable value without overbuilding or creating unnecessary organizational complexity
Advise the CAO, CEO, and executive team on workforce planning, organizational design, and change management - providing clear, evidence-based recommendations
Identify and track key performance indicators for the HR function; use people analytics to inform decisions and demonstrate outcomes rather than activity
Coordinate with First Onsite's Canadian HR function as needed to ensure alignment on company-wide programs, policies, and standards
Maintain awareness of industry trends and HR best practices, applying them selectively where they genuinely fit First Onsite's culture and operating model
Champion continuous improvement of HR processes and touchpoints, with a focus on reducing friction and making it easier for employees - especially those in field operations - to access HR support, information, and resources
Foster a culture of transparency and responsiveness within the HR function, setting the standard for how HR engages with the broader organization
Elevate recruiting as a strategic priority, ensuring First Onsite can attract and retain skilled trades professionals, project managers, and operational leaders in a competitive labor market
Oversee workforce readiness strategies that account for the unique demands of disaster response - including surge staffing, rapid mobilization, and the ability to scale teams in response to catastrophic events
Oversee compensation, benefits and 401(k) programs, continually assessing competitiveness against relevant markets while maintaining fiscal discipline
Ensure full compliance with federal, state, and local employment laws, labor standards, and regulatory requirements across all U.S. jurisdictions
Provide strategic direction for HRIS and HR technology, including the assessment, planning, and eventual execution of a platform modernization initiative over a multi-year horizon
Approach technology investments with a clear-eyed view of total cost of ownership, implementation complexity, and realistic timelines for a distributed organization
Support the ongoing harmonization of HR policies, benefits structures, and cultural norms across previously acquired organizations, ensuring employees across legacy entities have consistent and equitable experience
Serve as a resource for future acquisition integration planning should growth through M&A continue
Conduct thoughtful performance management, identify retention risks, and ensure the HR team itself models the professionalism and service orientation expected across the organization
Build bench strength and cross-functional capability within the HR team without overstaffing or creating unnecessary layers
Ensure HR policies and programs are clearly communicated, consistently applied, and practical for a workforce that operates in high-urgency, variable environments across multiple states
Ensure talent acquisition practices are consistent across all U.S. markets and reflect the company's commitment to quality and cultural alignment
Manage HR-related risk thoughtfully, including employee relations matters, investigations, and policy interpretation across a multi-state footprint
Drive process efficiency across all HR operations, with an emphasis on standardization, automation of routine tasks, and elimination of unnecessary manual work
Lead and develop a team of four directors, providing coaching, clear expectations, and accountability while trusting them to run their functional areas