Vice President of Talent Acquisition & Workforce Strategy

About the role

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

• Build something that lasts: 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: 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: 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.

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