Vice President of Talent Acquisition & Workforce Strategy
Jobot · Nashville, TN · 4 wk ago
Hybrid$225k–$255k/yrFull-time
We need to output only HTML fragment, with headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate, navigation, EEO, etc. Must not create sections with filler like "commensurate with experience". Must not create Pay/Schedule/Benefits unless posting actually states them. The posting includes Salary: $225,000 - $255,000 per year. That's Pay. Also mentions Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. That's Schedule? Possibly schedule includes travel requirement. Could treat as Schedule. Benefits not explicitly listed; there is no benefits description. So we should not create Benefits section. Also there is "Why join us?" which could be considered Benefits? But it's more about reasons to join; but not explicit benefits like health, 401k. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. So we can create Pay (salary) and Schedule (flexibility, travel). Benefits not stated, so omit.
We need sections: About the role (maybe from "A bit about us:" and "Why join us?"? Actually "About the role" could be the description of the role. The posting includes "Job Details" describing role. Could treat that as About the role. Or we could have "About the role" as summary of role. Then "Responsibilities" from "What You'll Do". Then "Requirements" from "What You Bring". Then "Qualifications" maybe overlapping with Requirements? Might combine. But we need to follow instruction: use headings for those sections only if there is real specific content. We can include About the role, Responsibilities, Requirements, Qualifications, Skills, Pay, Schedule. But we need to avoid duplication. Let's extract content.
About the role: Could be the paragraph under "Job Details" that describes the role: "This executive owns how the organization attracts, selects and develops the workforce it needs to grow..." etc. That's substantive.
Responsibilities: The bullet list under "What You'll Do" with subheadings: Enterprise Recruiting Strategy and Results, Recruiting Team and Operating Model, Skilled Trades and Critical-Role Pipelines, Apprenticeship, Education and Early-Career Programs, Employer Brand, Candidate Experience and Market Intelligence, Recruiting Technology, Analytics and Continuous Improvement, Travel-Ready Workforce Strategy. We need to turn each into list items? The instruction: Use
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate, navigation, EEO, etc. Must not create sections with filler like "commensurate with experience". Must not create Pay/Schedule/Benefits unless posting actually states them. The posting includes Salary: $225,000 - $255,000 per year. That's Pay. Also mentions Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. That's Schedule? Possibly schedule includes travel requirement. Could treat as Schedule. Benefits not explicitly listed; there is no benefits description. So we should not create Benefits section. Also there is "Why join us?" which could be considered Benefits? But it's more about reasons to join; but not explicit benefits like health, 401k. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. So we can create Pay (salary) and Schedule (flexibility, travel). Benefits not stated, so omit.
We need sections: About the role (maybe from "A bit about us:" and "Why join us?"? Actually "About the role" could be the description of the role. The posting includes "Job Details" describing role. Could treat that as About the role. Or we could have "About the role" as summary of role. Then "Responsibilities" from "What You'll Do". Then "Requirements" from "What You Bring". Then "Qualifications" maybe overlapping with Requirements? Might combine. But we need to follow instruction: use headings for those sections only if there is real specific content. We can include About the role, Responsibilities, Requirements, Qualifications, Skills, Pay, Schedule. But we need to avoid duplication. Let's extract content.
About the role: Could be the paragraph under "Job Details" that describes the role: "This executive owns how the organization attracts, selects and develops the workforce it needs to grow..." etc. That's substantive.
Responsibilities: The bullet list under "What You'll Do" with subheadings: Enterprise Recruiting Strategy and Results, Recruiting Team and Operating Model, Skilled Trades and Critical-Role Pipelines, Apprenticeship, Education and Early-Career Programs, Employer Brand, Candidate Experience and Market Intelligence, Recruiting Technology, Analytics and Continuous Improvement, Travel-Ready Workforce Strategy. We need to turn each into list items? The instruction: Use - for any list of duties/requirements/benefits. So we can make a
with each responsibility as - . Could also keep subheadings inside li? Probably just plain li text.
Requirements: Could be the "What You Bring" bullet list: Bachelor's degree..., TA or workforce development leadership..., 10+ years..., Proven results..., Experience in a multi-business..., Ability to convert..., Track record..., Strong command..., Experience managing..., Working knowledge..., Executive presence... That's a list.
Qualifications: Might be similar to Requirements; maybe we can treat "Nice to Have" as Qualifications? But Qualifications usually are required qualifications. The posting has "What You Bring" as required qualifications. "Nice to Have" as preferred qualifications. Could split: Requirements = required; Qualifications = nice to have? But instruction: Use headings for sections only if posting has real specific content. We could have both Requirements and Qualifications sections. Let's assign:
- Requirements: required qualifications (What You Bring)
- Qualifications: nice to have (Nice to Have)
Skills: Could be extracted from responsibilities? Might be redundant. Could skip Skills if no explicit skills list. The posting does not have a separate "Skills" section. So we should not create Skills section.
Pay: Salary range.
Schedule: Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. Also mention monthly travel to Minnesota. So schedule includes hybrid/remote and travel.
Now we need to strip boilerplate: Remove navigation, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions (Easy Apply etc). Also remove "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" etc. Also remove "Jobot is an Equal Opportunity Employer..." etc. Also remove "Sometimes Jobot is required to perform background checks..." etc. Also remove "Information collected..." etc. Also remove "By applying for this job, you agree to receive calls..." etc. Also remove repeated "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" at start and end.
Now produce HTML fragment:
About the role
... (the description from Job Details)
Responsibilities
- 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.
Requirements
- 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.
Qualifications
- Nice to Have: Apprenticeship, CTE, community workforce, internship or early-career pipeline experience.
- Nice to Have: Experience supporting acquisitions, integrations, rapid geographic expansion or large project mobilizations.
- Nice to Have: Experience with a modern HCM/ATS platform, ideally through an implementation or optimization.
- Nice to Have: Spanish-language capability or experience building bilingual talent strategies.
Pay
$225,000 - $255,000 per year
Schedule
Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required.
We must ensure no extra sections like Benefits. Also ensure no duplicate content. Also ensure we didn't include any boilerplate like "Easy Apply". We removed those.
Check that we preserved all substantive info: The "About the role" description we took from Job Details paragraph. Did we include all details? The Job Details paragraph: "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."
We included that as About the role. Good.
Now check that we didn't miss any other substantive info like "Monthly travel to Minnesota + Enterprise-Level Build + Executive Investment Behind TA + Hyper-Growth" from the top. That is kind of tagline; but we might incorporate into About the role or Schedule? It's not
- with each responsibility as
- . Could also keep subheadings inside li? Probably just plain li text.
Requirements: Could be the "What You Bring" bullet list: Bachelor's degree..., TA or workforce development leadership..., 10+ years..., Proven results..., Experience in a multi-business..., Ability to convert..., Track record..., Strong command..., Experience managing..., Working knowledge..., Executive presence... That's a list.
Qualifications: Might be similar to Requirements; maybe we can treat "Nice to Have" as Qualifications? But Qualifications usually are required qualifications. The posting has "What You Bring" as required qualifications. "Nice to Have" as preferred qualifications. Could split: Requirements = required; Qualifications = nice to have? But instruction: Use headings for sections only if posting has real specific content. We could have both Requirements and Qualifications sections. Let's assign:
- Requirements: required qualifications (What You Bring)
- Qualifications: nice to have (Nice to Have)
Skills: Could be extracted from responsibilities? Might be redundant. Could skip Skills if no explicit skills list. The posting does not have a separate "Skills" section. So we should not create Skills section.
Pay: Salary range.
Schedule: Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. Also mention monthly travel to Minnesota. So schedule includes hybrid/remote and travel.
Now we need to strip boilerplate: Remove navigation, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions (Easy Apply etc). Also remove "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" etc. Also remove "Jobot is an Equal Opportunity Employer..." etc. Also remove "Sometimes Jobot is required to perform background checks..." etc. Also remove "Information collected..." etc. Also remove "By applying for this job, you agree to receive calls..." etc. Also remove repeated "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" at start and end.
Now produce HTML fragment:
About the role
... (the description from Job Details)
Responsibilities
- 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.
Requirements
- 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.
Qualifications
- Nice to Have: Apprenticeship, CTE, community workforce, internship or early-career pipeline experience.
- Nice to Have: Experience supporting acquisitions, integrations, rapid geographic expansion or large project mobilizations.
- Nice to Have: Experience with a modern HCM/ATS platform, ideally through an implementation or optimization.
- Nice to Have: Spanish-language capability or experience building bilingual talent strategies.
Pay
$225,000 - $255,000 per year
Schedule
Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required.
We must ensure no extra sections like Benefits. Also ensure no duplicate content. Also ensure we didn't include any boilerplate like "Easy Apply". We removed those. Check that we preserved all substantive info: The "About the role" description we took from Job Details paragraph. Did we include all details? The Job Details paragraph: "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." We included that as About the role. Good. Now check that we didn't miss any other substantive info like "Monthly travel to Minnesota + Enterprise-Level Build + Executive Investment Behind TA + Hyper-Growth" from the top. That is kind of tagline; but we might incorporate into About the role or Schedule? It's not