VP, Human Resources

Quanta South Region•Channelview, TX

37d

About The Position

The Vice President, Human Resources is a foundational executive leadership role responsible for building and leading the full people function for the organization. Reporting directly to the President, this position will design, implement, and scale the HR infrastructure, programs, systems, and culture needed to attract, develop, engage, and retain talent across both field and corporate populations. This role serves as the primary strategic people advisor to the executive leadership team, translating business goals into practical workforce strategies. The ideal candidate is a builder who thrives in complexity, is comfortable creating structure where it does not yet exist, and can balance long-term people strategy with hands-on operational execution.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field required; master’s degree preferred.
SHRM-SCP, SPHR, or related senior HR certification preferred.
Twelve or more years of progressive HR / People leadership experience, including at least five years in a senior leadership role or equivalent scope.
Demonstrated experience building or scaling an HR function through rapid organizational growth, ideally from hundreds to thousands of employees.
Strong experience supporting distributed, hourly, field-based, and corporate workforces; construction, utilities, energy, infrastructure, industrial services, or related industry experience strongly preferred.
Proven experience building talent acquisition, leadership development, succession planning, compensation, total rewards, employee relations, and HR compliance programs.
Hands-on experience selecting and implementing HR technology platforms, improving processes, and building HR infrastructure from the ground up.
Experience supporting multi-state or regional operations with varying labor laws, compliance requirements, workforce dynamics, and field-based operational needs.
Ability to serve as a trusted advisor to executive leadership while remaining practical, hands-on, and connected to field and office employees.

Nice To Haves

Experience with union-represented workforces, craft/trade recruiting, apprenticeship programs, and field leadership development preferred.

Responsibilities

Serve as a trusted advisor and thought partner to the CEO / President and executive leadership team on people strategy, organizational health, workforce planning, and talent investment decisions.
Design and implement scalable HR infrastructure, including policies, processes, compliance frameworks, operating systems, and people programs that support business growth.
Translate business objectives into actionable workforce strategies across field operations, corporate functions, and leadership teams.
Establish proactive employee relations practices, including feedback mechanisms, stay interviews, engagement surveys, and escalation frameworks.
Build consistent policy application practices that support fairness, accountability, compliance, and strong employee experience.
Partner with leaders to address workforce issues early, reduce risk, and reinforce a culture of trust and accountability.
Lead multi-year workforce planning in partnership with operational leaders to anticipate talent needs tied to growth milestones, project startups, and geographic expansion.
Build a high-volume talent acquisition strategy capable of supporting craft, field leadership, project management, estimating, professional, and executive hiring needs.
Develop leadership development, succession planning, and career mobility programs that identify and accelerate high-potential employees from craft level through executive ranks.
Select, implement, and optimize HR technology platforms that support workforce visibility, data integrity, reporting, compliance, and operational efficiency.
Establish compensation architecture, job leveling, and total rewards strategies that are competitive within the construction, utilities, and infrastructure sectors.
Ensure HR policies, programs, and processes support compliance across multiple states, regions, and workforce types.
Define and operationalize a company culture that honors the history of the trades while supporting the expectations of a modern, growing organization.
Build engagement strategies that strengthen retention, communication, leadership accountability, and employee connection across field and office populations.
Partner with leaders to create systems and experiences that support long-term organizational growth and employee development.