Vice President of Talent Acquisition & Workforce Strategy

We need to output HTML fragment with sections: use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, no invented summary. Remove boilerplate like EEO, legal, application instructions, duplicated lines, navigation, cookie, etc. Must not include sections with placeholder like "commensurate with experience". Must include Pay if posting states salary: yes, Salary: $225,000 - $255,000 per year. So include Pay section. Schedule? The posting mentions "Flexibility: Prefers hybrid in the Twin Cities or remote with monthly travel to Minnesota." That's schedule/location info. Could be Schedule section. Benefits? Not explicit benefits listed. There's mention of "Investment behind the work", "Seat at the table", "Legacy-level mission", "Flexibility", "Low bureaucracy, high autonomy". Those are more like benefits/perks but not explicit benefits like health insurance. The instruction: only include Benefits if posting actually states them. It does not list typical benefits like health, 401k, etc. So maybe skip Benefits. Could include a "Benefits" section if we interpret those as benefits? But safer to skip unless explicit. The posting does not have a Benefits heading. So we omit Benefits. We need sections: About the role (maybe from "A bit about us:" and "Job Details"? Actually "About the role" could be the description of role. We have "Job Details" paragraph describing role. Also "What You'll Do" is responsibilities. "What You Bring" is qualifications/requirements. "Nice to Have" could be additional qualifications. "How Success Is Measured" maybe metrics but not required. Could be part of Responsibilities? Might be separate but we can include as a section maybe "Performance Metrics"? Not in allowed headings list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must map content to these. We can treat "About the role" as overview of role and company. Use "A bit about us:" and the Job Details paragraph that describes role purpose. Responsibilities: "What You'll Do" bullet points (the long list). Use

• . Requirements: maybe combine "What You Bring" (required qualifications) and "Nice to Have" as optional? But Requirements heading should contain required qualifications. We'll put required qualifications there. Nice to Have could be under Skills? Or maybe under Qualifications? Actually we have both Requirements and Qualifications allowed. Could separate: Requirements = mandatory experience/education; Qualifications = maybe skills? But we can also put skills under Skills heading. Let's decide: - About the role: company overview and role purpose. - Responsibilities: What You'll Do. - Requirements: What You Bring (required). - Qualifications: maybe Nice to Have? Or we could put Skills: technical skills like ATS, data analytics, etc. But Nice to Have includes apprenticeship experience, acquisitions, HCM/ATS platform, Spanish-language capability. Those could be skills. We'll put them under Skills. - Pay: Salary. - Schedule: Flexibility/hybrid/remote with monthly travel to Minnesota. We must not include sections with placeholder. All have content. Now we need to preserve all substantive information, not invent or summarize away detail. Must not omit details. So we need to include all points from sections. We must be careful not to include boilerplate like EEO, legal, application instructions, duplicated lines, navigation, cookie. Also remove repeated lines like "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" appears twice; we should remove. Also remove "Interested in hearing more? Easy Apply now by clicking the "Easy Apply" button." and similar. Also remove "Jobot is an Equal Opportunity Employer..." etc. Also remove "Sometimes Jobot is required to perform background checks..." etc. Also remove "By applying for this job, you agree to receive calls..." etc. Also remove "You can access our privacy policy here: jobot.com/privacy-policy". Also remove "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" duplicates. Now we need to extract substantive content. Let's parse the posting: - Opening fluff: "Want to learn more about this role and Jobot? Click our Jobot logo and follow our LinkedIn page!" (remove) - Job details: Monthly travel to Minnesota + Enterprise-Level Build + Executive Investment Behind TA + Hyper-Growth This Jobot Job is hosted by: Chelsea Piekarski Are you a fit? Easy Apply now by clicking the "Easy Apply" button and sending us your resume. Salary: $225,000 - $255,000 per year We need to keep: Monthly travel to Minnesota, Enterprise-Level Build, Executive Investment Behind TA, Hyper-Growth? Those are tags maybe. But we can incorporate into About the role or Schedule. The phrase "Monthly travel to Minnesota" is schedule. "Enterprise-Level Build" maybe about role. "Executive Investment Behind TA" maybe about investment. "Hyper-Growth" about company growth. We'll keep them in About the role. - Hosted by: Chelsea Piekarski (maybe minor metadata; we can fold into short p or drop). According to rule: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. So we can include a short p: "Hosted by Chelsea Piekarski." Or drop. I'd include a short p. - "Are you a fit? Easy Apply now by clicking the "Easy Apply" button and sending us your resume." -> application instruction, remove. - Salary line: keep for Pay. - "A bit about us: 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." That's About the role (company overview). Also "Why join us?" bullet points: Build something that lasts..., Investment behind the work..., Seat at the table..., Legacy-level mission..., Flexibility..., Low bureaucracy, high autonomy... We need to incorporate those as part of About the role or maybe Benefits? But they are reasons to join; could be part of About the role. We'll include them in About the role as prose. - "Job Details 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." That's About the role (role purpose). We'll combine with earlier. - "What You'll Do" list: many bullet points. We'll turn each sentence into

• . Need to preserve all details. Let's extract bullet points from "What You'll Do": 1. Build and continually evolve a recruiting strategy aligned to growth plans, project commitments, geographic expansion, acquisitions and a changing workforce mix. 2. Convert business forecasts and approved headcount into recruiting and pipeline plans by job family, location, priority and required start date. 3. Deliver qualified talent for both high-volume field hiring and specialized technical, professional and leadership roles. 4. Counsel executives and business leaders on labor-market feasibility, supply constraints, talent risk and the investment needed to hit plan. 5. Design scalable approaches for project mobilizations, new-state entry, acquisitions and periods of accelerated hiring. 6. Lead the function through the director of recruiting operations, setting goals, performance expectations and development priorities. 7. Partner with the director on team structure, capacity and specialization across volume, skilled trades, hard-to-fill, early careers, leadership hiring and recruiting operations. 8. Put consistent intake, prioritization, service level, selection and escalation practices in place across business units while allowing for local labor-market differences. 9. 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. 10. Build always-on talent communities and reliable sourcing channels for roles hired continuously or mobilized quickly. 11. Track pipeline health by qualified talent, conversion, readiness and retention. 12. Set strategy for partnerships with technical schools, high schools, colleges, workforce boards, veteran groups, trade associations and community organizations in current and future markets. 13. Provide direction and partnership for the company's trades-awareness initiative and apprenticeship pipelines. 14. Oversee internship and early-career program strategy and execution. 15. Grow relationships with Spanish-speaking and bilingual communities and organizations that expand access to field careers. 16. Identify priority talent audiences and build a differentiated employee value proposition for electricians, field leaders, technical specialists, professionals, interns and travel-ready employees. 17. 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. 18. Set the standard for a timely, respectful and consistent candidate experience through preboarding and onboarding. 19. Build hiring manager capability in role definition, interviewing, evaluation and timely decisions. 20. Give leaders actionable insight on labor availability, competitor activity, pay expectations, licensing, geographic mobility and candidate feedback. 21. Turn market and candidate insight into recommendations for recruiting strategy, workforce programs and the broader employment offer. 22. Own the roadmap for the HCM/ATS platform and supporting recruiting technology. 23. 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. 24. Lead strategy for recruiting spend, agencies, labor partners and advertising. 25. Keep recruiting and selection practices compliant with federal, state and local requirements and company policy. 26. Continuously improve process, technology adoption, conversion, time to hire and quality of hire. 27. Lead the recruiting side of the travel workforce model, including channels, value proposition and travel-ready talent communities. 28. Surface barriers around licensing, mobility, schedules, family considerations, lodging, transportation and assignment length, and bring the right teams together to solve them. That's all. - "What You Bring" required qualifications: Bullet list: - 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