Vice President, Talent Management & HR Business Partners

Responsibilities

• Develop and execute an organizational effectiveness and talent development strategy aligned with value creation goals
• Partner with the CHRO and executive team to drive a high-performance culture centered on accountability, safety, and operational excellence
• Align people strategies with business growth, scalability, and margin improvement objectives
• Lead the people-related aspects of M&A integration, focusing on organizational alignment, leadership effectiveness, and cultural integration
• Partner with executive leadership to assess organizational structures and accelerate integration of acquired teams
• Implement consistent talent and leadership practices across newly acquired entities
• Support change management efforts tied to acquisitions, restructuring, and growth initiatives
• Lead the HR Business Partner function, ensuring strong partnership with regional and operational leaders
• Oversee the Director of HRBPs to deliver consistent, high-impact support across field operations and corporate functions
• Equip HRBPs to effectively support frontline leaders in performance management, team effectiveness, and employee engagement
• Oversee enterprise talent management processes, including performance management, succession planning, and career pathing
• Develop and advance internal talent, with a focus on building strong pipelines for field leadership and critical roles
• Design programs that accelerate the growth of high-performing employees into leadership positions
• Strengthen succession readiness for key operational and technical roles
• Define and execute a scalable learning and development strategy for a distributed, field-based workforce
• Ensure training programs build both technical capability and leadership effectiveness
• Equip frontline supervisors and managers with the skills needed to lead teams, drive performance, and maintain safety standards
• Continuously evaluate and improve the effectiveness of training programs based on business impact
• Lead organizational design efforts to optimize structure, roles, and spans & layers for efficiency and scalability
• Drive change management strategies to support growth, integration, and transformation initiatives
• Use workforce data and insights to improve productivity, engagement, and retention
• Cross-functional collaboration with other key HR leaders to ensure alignment and seamless execution of HR priorities
• Ensure talent development strategies are well-integrated with onboarding and workforce planning processes
• Direct leadership of: HR Business Partners, Talent Management, Learning & Development team
• Build a pragmatic, business-oriented HR team focused on delivering measurable impact in a fast-paced environment

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred)
• 12–15+ years of progressive HR experience, including leadership of HRBP and talent management functions
• Experience in a private equity-backed, high-growth, or services environment strongly preferred
• Demonstrated experience supporting M&A integration and organizational scaling
• Proven success developing leaders within field-based or distributed workforces

Key Competencies

• Strong operational and commercial mindset
• Executive influence and credibility with senior and frontline leaders
• Organizational design and change leadership
• Leadership development in technical/field environments
• M&A integration and cultural alignment
• Data-driven decision making and results orientation

Success Measures

• Strength and readiness of internal leadership pipeline
• Advancement and retention of high-performing employees
• Effectiveness of frontline and field leadership
• Speed and success of M&A integration (people and culture)
• Measurable impact of L&D on safety, quality, and productivity
• HRBP effectiveness in driving business performance