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. The VP of Talent Acquisition will define the enterprise TA and workforce playbook during a period when hiring volume will exceed 1,000 people a year, report to the CHRO and sit on the HR leadership team, shape the operating model alongside a new HRBP leader, lead a trades-awareness and early-career pipeline effort considered core to the company's future, and operate with low bureaucracy and high autonomy in a hybrid or remote role with monthly travel to Minnesota.

Responsibilities

• 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.
• 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.
• 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