Vice President of Talent Acquisition & Workforce Strategy

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections when posting has real specific content. We must not repeat job title as heading. Remove boilerplate, navigation, EEO, etc. Must preserve all substantive info. We need to parse the posting. Key info: - Salary: $225,000 - $255,000 per year (Pay section) - Travel: Monthly travel to Minnesota + Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. (Schedule? Travel? Could be Schedule section? The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Pay and Schedule sections if content exists. Travel could be part of Schedule? Or maybe we can include a "Travel" but not in list; we could incorporate into Schedule or maybe "Benefits"? Better to put travel under Schedule (since schedule includes travel requirement). Or we could create a "Travel" but not allowed headings list; but we can still use any heading? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are examples; we could use other headings if needed? But likely they expect only those. We'll stick to those. - About us: description of company. That's "About the role"? Actually "About us" is company description. Could be "About the role" or maybe "About the company". We'll use "About the role" for role description? The posting includes "A bit about us:" then description. Also "Why join us?" bullet points. Those could be under "About the role" or "Benefits"? Actually "Why join us?" includes benefits: Build something that lasts, Investment behind the work, Seat at the table, Legacy-level mission, Flexibility, Low bureaucracy, high autonomy. Those are benefits/value proposition. Could be under Benefits. - Responsibilities: The "Job Details" paragraph and "What You'll Do" bullet points (actually paragraphs). So we can put responsibilities there. - Requirements/Qualifications: "What You Bring" bullet list (education, experience). Also "Nice to Have" could be qualifications/skills. - Skills: maybe from "What You Bring" includes skills like strategic thinking, data analytics, etc. Could be separate Skills section. - Benefits: "Why join us?" bullet points. - Pay: salary. - Schedule: travel requirement/hybrid. We must not include boilerplate like Easy Apply, Jobot logo, LinkedIn, EEO, etc. We must preserve all substantive info; not invent or summarize away detail. Must not include placeholder text. We need to output only HTML fragment, no /, no markdown fences. Let's extract substantive content. Company description: "We are a nonunion specialty contractor with more than three decades of history in industrial electrical, automation, power services and renewable energy. What started as a regional electrical shop is now a turnkey engineering, procurement and construction partner delivering utility-scale solar, battery storage, data center and heavy industrial projects across 30+ states. Our work spans manufacturing, food and beverage, grain processing, mining and energy, and our growth is accelerating quickly. We move fast, take calculated risks and value people who take ownership. Leadership sees talent as the single biggest factor in hitting our growth goals and is ready to invest to get it right." Why join us? bullet points: - Build something that lasts: You define the enterprise TA and workforce playbook during a period when hiring volume will exceed 1,000 people in a year. - Investment behind the work: Leadership has made it clear that a well-supported business case for team, programs or spend gets funded. - Seat at the table: Report to the CHRO and sit on the HR leadership team, shaping the operating model alongside a new HRBP leader. - Legacy-level mission: Lead a trades-awareness and early-career pipeline effort ownership considers core to the company's future, from classrooms to apprenticeships. - Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. - Low bureaucracy, high autonomy: culture where people who roll up their sleeves and own outcomes get room to operate. 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." What You'll Do sections (multiple paragraphs): - 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. What You Bring (requirements/qualifications): - 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. Nice to Have: - Apprenticeship, CTE, community workforce, internship or early-career pipeline experience. - Experience supporting acquisitions, integrations, rapid geographic expansion or large project mobilizations. - Experience with a modern HCM/ATS platform, ideally through an implementation or optimization. - Spanish-language capability or experience building bilingual talent strategies. How Success Is Measured (metrics) - could be under "Benefits"? Actually it's measurement; could be its own section maybe "Performance Metrics" but not in list. Could be part of Responsibilities? Might be separate but we can include as a section "Performance Metrics" but not in allowed headings. However we could incorporate into Responsibilities or maybe under "Requirements"? Better to create a section "Performance Metrics" using

though not in examples but maybe allowed. The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says "Use

for section headings (e.g. ...)". It implies those are typical but we could still use others. However to be safe, we could incorporate the "How Success Is Measured" into Responsibilities or maybe a separate "Performance Metrics" but risk deviating. I'd include as a separate section "Performance Metrics" using

. The instruction didn't forbid; it just gave examples. I'll include it. Pay: Salary: $225,000 - $255,000 per year. Schedule: Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota. No relocation required. We could also include travel under Schedule. Now we need to output HTML with

headings and

• for any list of duties/requirements/benefits, and

  for prose. We need to decide which content is list vs prose. - About us: prose paragraph(s). Could be one

  . - Why join us? (Benefits) list: each bullet as

• . - Job Details paragraph: prose. - What You'll Do: each subsection could be a heading? But we only have

  for sections