Job Description Job Description Description At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary: A Director of Refrigeration at Pacific Seafood is a key role on our leadership team supporting efforts to ensure the safe and efficient operation and continuous improvement of our facilities, equipment, production processes, and refrigeration systems. This position not only manages maintenance programs and refrigeration projects but also assesses their impact, making sure each meets or exceeds our established standards, production demands, timeframes, and budgetary limits. The Director role will collaborate with operational leaders and lead skilled professionals to deliver industry leading maintenance, refrigeration, and process and program improvement. Key Responsibilities 1. Leadership of Refrigeration functions: Responsible for collaborating with cross functional teams to develop and oversee the division's preventative maintenance programs, schedules, plans and refrigeration projects (capital and expense), to providing technical expertise that drive results. Participate in the budgeting process, both generation and ownership for tracking actual versus forecast. Evaluate the performance of the Maintenance and Refrigeration teams and assist with skill gap analysis, development opportunities, and succession planning strategies. Provide critical leadership and solutions needed for major capital projects and maintenance excellence as well as ensure plant safety, operations, and quality. Collaborate with facilities to create Season Readiness Plans, Effective Asset Preventative Maintenance plans, coaching leaders to be able to monitor and ensure adherence to all standard work process by regularly auditing plans, providing feedback, and supporting gap resolution. Implement operating procedures, resolve system malfunctions, and provide technical information. Troubleshoot and diagnose equipment malfunctions, identify root causes, and implement effective solutions in a timely manner. Work with internal team and external vendors to perform routine inspections, coordinate repairs on equipment, machinery, and infrastructure to ensure optimal functionality. Ensure compliance with safety regulations, environmental standards, Process Safety Management (PSM), and other relevant policies and procedures to identify, control, and avoid hazards and risks. 2. Continuous Process Improvement & Project Management: Responsible for improving Maintenance and Refrigeration processes; driving innovative solutions and improving existing infrastructure. Stay up to date with industry trends, technological advancements, and best practices related to maintenance and refrigeration, and apply this knowledge to train on-site technicians, enhance processes, and drive continuous improvement. Develop, track, and maintain project objectives, controls, schedules, including performance and costs. Implement, train, and manage computerized maintenance manager system (CMMS) software across the Division. Evaluate systems or processes and recommend changes to improve reliability and performance. Research and evaluate new technologies and identify opportunities for implementation of those technologies where they may improve products, equipment longevity, and processes. Conduct regular assessments of maintenance and refrigeration processes, identify areas for improvement, and recommend and implement enhancements to increase efficiency and reduce downtime, losses, and costs. Plan and coordinate special projects related to facility upgrades, equipment installations, and process improvements, ensuring adherence to timelines, budgets, and quality standards. Lead or assist in the development and implementation of the identified improvements or changes. 3. Compliance & Communication: Creates detailed monthly, quarterly, and annual reports describing Maintenance and Refrigeration activity, initiatives, accomplishments, improvement, and costs, and provides these after-action reports to leadership. Leads the implementation of shared maintenance best practices/lessons learned related to equipment and technical ownership, maintenance standards, and technical training of technicians. Develop and review Standard Operating Procedures (SOPs), technical training guidance, and programs, as needed. Communicate effectively with people at all levels of the organization as well as with external contacts. Collaborate with suppliers, contractors, and vendors to source equipment, materials, and services required for maintenance activities and special projects. Develop and maintain accurate documentation, including maintenance logs, equipment records, project plans, and reports. Perform recordkeeping audits per established guidelines; provide detailed follow-up reports. Assist with special projects, to include various administrative and research functions. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you bring to Pacific Seafood Required: Minimum of 10-years related maintenance and refrigeration experience in the food/seafood industry. Strong technical knowledge and expertise in maintenance and refrigeration practices, equipment troubleshooting, and repair techniques. Highly knowledgeable of ammonia systems, refrigeration systems, and associated mechanical and electrical systems including but not limited to condensers, compressors, and refrigeration accessories. Process Safety Management and maintenance experience. High level of computer operating skills; proficient in using Microsoft Office and maintenance management software. Excellent problem-solving skills with the ability to analyze complex issues, identify root causes, and implement effective solutions. Strong project management skills, including planning, organizing, and coordinating resources to achieve project goals within budget and timeline constraints. Effective communication skills with the ability to collaborate and build relationships with cross-functional teams, suppliers, and contractors. Knowledge of safety regulations, environmental, HAACP, and BRC standards. Ability to adapt to changing priorities, handle multiple tasks simultaneously, and work effectively under pressure. Ability to travel up to 75% of the time during peak processing season and up to 50% of time at other times of the year, with the requirement to occasionally work beyond the normal hours and on weekends and holidays, as the projects demand. Preferred: Experience in computer-aided design (CAD) tools and other relevant engineering software. Refrigeration Engineers and Technicians (RETA), International Institute of Ammonia Refrigeration (IIAR) Training and Certification and/or similar certifications. Physical Requirements: The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. While performing the duties of this job, the team member: Sedentary work, walking and standing are required only occasionally. Reaching. Extending hand(s) and arm(s) in any direction. Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling. Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. Occasionally lift and/or move up to 25 pounds. Working Conditions: The working environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. While performing the duties of this job, the team member is exposed to: Office, as well as warehouse environment. Moderate noise level in the work environment. Plant exposure to wet, cold, and/or humid temperatures. Standard office equipment and heavy machinery. Benefits Total compensation: At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: Health insurance benefits options, including medical, prescription, vision, dental . click apply for full job details
10/08/2026
Full time
Job Description Job Description Description At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary: A Director of Refrigeration at Pacific Seafood is a key role on our leadership team supporting efforts to ensure the safe and efficient operation and continuous improvement of our facilities, equipment, production processes, and refrigeration systems. This position not only manages maintenance programs and refrigeration projects but also assesses their impact, making sure each meets or exceeds our established standards, production demands, timeframes, and budgetary limits. The Director role will collaborate with operational leaders and lead skilled professionals to deliver industry leading maintenance, refrigeration, and process and program improvement. Key Responsibilities 1. Leadership of Refrigeration functions: Responsible for collaborating with cross functional teams to develop and oversee the division's preventative maintenance programs, schedules, plans and refrigeration projects (capital and expense), to providing technical expertise that drive results. Participate in the budgeting process, both generation and ownership for tracking actual versus forecast. Evaluate the performance of the Maintenance and Refrigeration teams and assist with skill gap analysis, development opportunities, and succession planning strategies. Provide critical leadership and solutions needed for major capital projects and maintenance excellence as well as ensure plant safety, operations, and quality. Collaborate with facilities to create Season Readiness Plans, Effective Asset Preventative Maintenance plans, coaching leaders to be able to monitor and ensure adherence to all standard work process by regularly auditing plans, providing feedback, and supporting gap resolution. Implement operating procedures, resolve system malfunctions, and provide technical information. Troubleshoot and diagnose equipment malfunctions, identify root causes, and implement effective solutions in a timely manner. Work with internal team and external vendors to perform routine inspections, coordinate repairs on equipment, machinery, and infrastructure to ensure optimal functionality. Ensure compliance with safety regulations, environmental standards, Process Safety Management (PSM), and other relevant policies and procedures to identify, control, and avoid hazards and risks. 2. Continuous Process Improvement & Project Management: Responsible for improving Maintenance and Refrigeration processes; driving innovative solutions and improving existing infrastructure. Stay up to date with industry trends, technological advancements, and best practices related to maintenance and refrigeration, and apply this knowledge to train on-site technicians, enhance processes, and drive continuous improvement. Develop, track, and maintain project objectives, controls, schedules, including performance and costs. Implement, train, and manage computerized maintenance manager system (CMMS) software across the Division. Evaluate systems or processes and recommend changes to improve reliability and performance. Research and evaluate new technologies and identify opportunities for implementation of those technologies where they may improve products, equipment longevity, and processes. Conduct regular assessments of maintenance and refrigeration processes, identify areas for improvement, and recommend and implement enhancements to increase efficiency and reduce downtime, losses, and costs. Plan and coordinate special projects related to facility upgrades, equipment installations, and process improvements, ensuring adherence to timelines, budgets, and quality standards. Lead or assist in the development and implementation of the identified improvements or changes. 3. Compliance & Communication: Creates detailed monthly, quarterly, and annual reports describing Maintenance and Refrigeration activity, initiatives, accomplishments, improvement, and costs, and provides these after-action reports to leadership. Leads the implementation of shared maintenance best practices/lessons learned related to equipment and technical ownership, maintenance standards, and technical training of technicians. Develop and review Standard Operating Procedures (SOPs), technical training guidance, and programs, as needed. Communicate effectively with people at all levels of the organization as well as with external contacts. Collaborate with suppliers, contractors, and vendors to source equipment, materials, and services required for maintenance activities and special projects. Develop and maintain accurate documentation, including maintenance logs, equipment records, project plans, and reports. Perform recordkeeping audits per established guidelines; provide detailed follow-up reports. Assist with special projects, to include various administrative and research functions. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you bring to Pacific Seafood Required: Minimum of 10-years related maintenance and refrigeration experience in the food/seafood industry. Strong technical knowledge and expertise in maintenance and refrigeration practices, equipment troubleshooting, and repair techniques. Highly knowledgeable of ammonia systems, refrigeration systems, and associated mechanical and electrical systems including but not limited to condensers, compressors, and refrigeration accessories. Process Safety Management and maintenance experience. High level of computer operating skills; proficient in using Microsoft Office and maintenance management software. Excellent problem-solving skills with the ability to analyze complex issues, identify root causes, and implement effective solutions. Strong project management skills, including planning, organizing, and coordinating resources to achieve project goals within budget and timeline constraints. Effective communication skills with the ability to collaborate and build relationships with cross-functional teams, suppliers, and contractors. Knowledge of safety regulations, environmental, HAACP, and BRC standards. Ability to adapt to changing priorities, handle multiple tasks simultaneously, and work effectively under pressure. Ability to travel up to 75% of the time during peak processing season and up to 50% of time at other times of the year, with the requirement to occasionally work beyond the normal hours and on weekends and holidays, as the projects demand. Preferred: Experience in computer-aided design (CAD) tools and other relevant engineering software. Refrigeration Engineers and Technicians (RETA), International Institute of Ammonia Refrigeration (IIAR) Training and Certification and/or similar certifications. Physical Requirements: The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. While performing the duties of this job, the team member: Sedentary work, walking and standing are required only occasionally. Reaching. Extending hand(s) and arm(s) in any direction. Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling. Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. Occasionally lift and/or move up to 25 pounds. Working Conditions: The working environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. While performing the duties of this job, the team member is exposed to: Office, as well as warehouse environment. Moderate noise level in the work environment. Plant exposure to wet, cold, and/or humid temperatures. Standard office equipment and heavy machinery. Benefits Total compensation: At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: Health insurance benefits options, including medical, prescription, vision, dental . click apply for full job details
Job Description Job Description Description At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary: A Director of Refrigeration at Pacific Seafood is a key role on our leadership team supporting efforts to ensure the safe and efficient operation and continuous improvement of our facilities, equipment, production processes, and refrigeration systems. This position not only manages maintenance programs and refrigeration projects but also assesses their impact, making sure each meets or exceeds our established standards, production demands, timeframes, and budgetary limits. The Director role will collaborate with operational leaders and lead skilled professionals to deliver industry leading maintenance, refrigeration, and process and program improvement. Key Responsibilities 1. Leadership of Refrigeration functions: Responsible for collaborating with cross functional teams to develop and oversee the division's preventative maintenance programs, schedules, plans and refrigeration projects (capital and expense), to providing technical expertise that drive results. Participate in the budgeting process, both generation and ownership for tracking actual versus forecast. Evaluate the performance of the Maintenance and Refrigeration teams and assist with skill gap analysis, development opportunities, and succession planning strategies. Provide critical leadership and solutions needed for major capital projects and maintenance excellence as well as ensure plant safety, operations, and quality. Collaborate with facilities to create Season Readiness Plans, Effective Asset Preventative Maintenance plans, coaching leaders to be able to monitor and ensure adherence to all standard work process by regularly auditing plans, providing feedback, and supporting gap resolution. Implement operating procedures, resolve system malfunctions, and provide technical information. Troubleshoot and diagnose equipment malfunctions, identify root causes, and implement effective solutions in a timely manner. Work with internal team and external vendors to perform routine inspections, coordinate repairs on equipment, machinery, and infrastructure to ensure optimal functionality. Ensure compliance with safety regulations, environmental standards, Process Safety Management (PSM), and other relevant policies and procedures to identify, control, and avoid hazards and risks. 2. Continuous Process Improvement & Project Management: Responsible for improving Maintenance and Refrigeration processes; driving innovative solutions and improving existing infrastructure. Stay up to date with industry trends, technological advancements, and best practices related to maintenance and refrigeration, and apply this knowledge to train on-site technicians, enhance processes, and drive continuous improvement. Develop, track, and maintain project objectives, controls, schedules, including performance and costs. Implement, train, and manage computerized maintenance manager system (CMMS) software across the Division. Evaluate systems or processes and recommend changes to improve reliability and performance. Research and evaluate new technologies and identify opportunities for implementation of those technologies where they may improve products, equipment longevity, and processes. Conduct regular assessments of maintenance and refrigeration processes, identify areas for improvement, and recommend and implement enhancements to increase efficiency and reduce downtime, losses, and costs. Plan and coordinate special projects related to facility upgrades, equipment installations, and process improvements, ensuring adherence to timelines, budgets, and quality standards. Lead or assist in the development and implementation of the identified improvements or changes. 3. Compliance & Communication: Creates detailed monthly, quarterly, and annual reports describing Maintenance and Refrigeration activity, initiatives, accomplishments, improvement, and costs, and provides these after-action reports to leadership. Leads the implementation of shared maintenance best practices/lessons learned related to equipment and technical ownership, maintenance standards, and technical training of technicians. Develop and review Standard Operating Procedures (SOPs), technical training guidance, and programs, as needed. Communicate effectively with people at all levels of the organization as well as with external contacts. Collaborate with suppliers, contractors, and vendors to source equipment, materials, and services required for maintenance activities and special projects. Develop and maintain accurate documentation, including maintenance logs, equipment records, project plans, and reports. Perform recordkeeping audits per established guidelines; provide detailed follow-up reports. Assist with special projects, to include various administrative and research functions. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you bring to Pacific Seafood Required: Minimum of 10-years related maintenance and refrigeration experience in the food/seafood industry. Strong technical knowledge and expertise in maintenance and refrigeration practices, equipment troubleshooting, and repair techniques. Highly knowledgeable of ammonia systems, refrigeration systems, and associated mechanical and electrical systems including but not limited to condensers, compressors, and refrigeration accessories. Process Safety Management and maintenance experience. High level of computer operating skills; proficient in using Microsoft Office and maintenance management software. Excellent problem-solving skills with the ability to analyze complex issues, identify root causes, and implement effective solutions. Strong project management skills, including planning, organizing, and coordinating resources to achieve project goals within budget and timeline constraints. Effective communication skills with the ability to collaborate and build relationships with cross-functional teams, suppliers, and contractors. Knowledge of safety regulations, environmental, HAACP, and BRC standards. Ability to adapt to changing priorities, handle multiple tasks simultaneously, and work effectively under pressure. Ability to travel up to 75% of the time during peak processing season and up to 50% of time at other times of the year, with the requirement to occasionally work beyond the normal hours and on weekends and holidays, as the projects demand. Preferred: Experience in computer-aided design (CAD) tools and other relevant engineering software. Refrigeration Engineers and Technicians (RETA), International Institute of Ammonia Refrigeration (IIAR) Training and Certification and/or similar certifications. Physical Requirements: The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. While performing the duties of this job, the team member: Sedentary work, walking and standing are required only occasionally. Reaching. Extending hand(s) and arm(s) in any direction. Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling. Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. Occasionally lift and/or move up to 25 pounds. Working Conditions: The working environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. While performing the duties of this job, the team member is exposed to: Office, as well as warehouse environment. Moderate noise level in the work environment. Plant exposure to wet, cold, and/or humid temperatures. Standard office equipment and heavy machinery. Benefits Total compensation: At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: Health insurance benefits options, including medical, prescription, vision, dental . click apply for full job details
10/08/2026
Full time
Job Description Job Description Description At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better. Summary: A Director of Refrigeration at Pacific Seafood is a key role on our leadership team supporting efforts to ensure the safe and efficient operation and continuous improvement of our facilities, equipment, production processes, and refrigeration systems. This position not only manages maintenance programs and refrigeration projects but also assesses their impact, making sure each meets or exceeds our established standards, production demands, timeframes, and budgetary limits. The Director role will collaborate with operational leaders and lead skilled professionals to deliver industry leading maintenance, refrigeration, and process and program improvement. Key Responsibilities 1. Leadership of Refrigeration functions: Responsible for collaborating with cross functional teams to develop and oversee the division's preventative maintenance programs, schedules, plans and refrigeration projects (capital and expense), to providing technical expertise that drive results. Participate in the budgeting process, both generation and ownership for tracking actual versus forecast. Evaluate the performance of the Maintenance and Refrigeration teams and assist with skill gap analysis, development opportunities, and succession planning strategies. Provide critical leadership and solutions needed for major capital projects and maintenance excellence as well as ensure plant safety, operations, and quality. Collaborate with facilities to create Season Readiness Plans, Effective Asset Preventative Maintenance plans, coaching leaders to be able to monitor and ensure adherence to all standard work process by regularly auditing plans, providing feedback, and supporting gap resolution. Implement operating procedures, resolve system malfunctions, and provide technical information. Troubleshoot and diagnose equipment malfunctions, identify root causes, and implement effective solutions in a timely manner. Work with internal team and external vendors to perform routine inspections, coordinate repairs on equipment, machinery, and infrastructure to ensure optimal functionality. Ensure compliance with safety regulations, environmental standards, Process Safety Management (PSM), and other relevant policies and procedures to identify, control, and avoid hazards and risks. 2. Continuous Process Improvement & Project Management: Responsible for improving Maintenance and Refrigeration processes; driving innovative solutions and improving existing infrastructure. Stay up to date with industry trends, technological advancements, and best practices related to maintenance and refrigeration, and apply this knowledge to train on-site technicians, enhance processes, and drive continuous improvement. Develop, track, and maintain project objectives, controls, schedules, including performance and costs. Implement, train, and manage computerized maintenance manager system (CMMS) software across the Division. Evaluate systems or processes and recommend changes to improve reliability and performance. Research and evaluate new technologies and identify opportunities for implementation of those technologies where they may improve products, equipment longevity, and processes. Conduct regular assessments of maintenance and refrigeration processes, identify areas for improvement, and recommend and implement enhancements to increase efficiency and reduce downtime, losses, and costs. Plan and coordinate special projects related to facility upgrades, equipment installations, and process improvements, ensuring adherence to timelines, budgets, and quality standards. Lead or assist in the development and implementation of the identified improvements or changes. 3. Compliance & Communication: Creates detailed monthly, quarterly, and annual reports describing Maintenance and Refrigeration activity, initiatives, accomplishments, improvement, and costs, and provides these after-action reports to leadership. Leads the implementation of shared maintenance best practices/lessons learned related to equipment and technical ownership, maintenance standards, and technical training of technicians. Develop and review Standard Operating Procedures (SOPs), technical training guidance, and programs, as needed. Communicate effectively with people at all levels of the organization as well as with external contacts. Collaborate with suppliers, contractors, and vendors to source equipment, materials, and services required for maintenance activities and special projects. Develop and maintain accurate documentation, including maintenance logs, equipment records, project plans, and reports. Perform recordkeeping audits per established guidelines; provide detailed follow-up reports. Assist with special projects, to include various administrative and research functions. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you bring to Pacific Seafood Required: Minimum of 10-years related maintenance and refrigeration experience in the food/seafood industry. Strong technical knowledge and expertise in maintenance and refrigeration practices, equipment troubleshooting, and repair techniques. Highly knowledgeable of ammonia systems, refrigeration systems, and associated mechanical and electrical systems including but not limited to condensers, compressors, and refrigeration accessories. Process Safety Management and maintenance experience. High level of computer operating skills; proficient in using Microsoft Office and maintenance management software. Excellent problem-solving skills with the ability to analyze complex issues, identify root causes, and implement effective solutions. Strong project management skills, including planning, organizing, and coordinating resources to achieve project goals within budget and timeline constraints. Effective communication skills with the ability to collaborate and build relationships with cross-functional teams, suppliers, and contractors. Knowledge of safety regulations, environmental, HAACP, and BRC standards. Ability to adapt to changing priorities, handle multiple tasks simultaneously, and work effectively under pressure. Ability to travel up to 75% of the time during peak processing season and up to 50% of time at other times of the year, with the requirement to occasionally work beyond the normal hours and on weekends and holidays, as the projects demand. Preferred: Experience in computer-aided design (CAD) tools and other relevant engineering software. Refrigeration Engineers and Technicians (RETA), International Institute of Ammonia Refrigeration (IIAR) Training and Certification and/or similar certifications. Physical Requirements: The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. While performing the duties of this job, the team member: Sedentary work, walking and standing are required only occasionally. Reaching. Extending hand(s) and arm(s) in any direction. Fingering. Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling. Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. Occasionally lift and/or move up to 25 pounds. Working Conditions: The working environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. While performing the duties of this job, the team member is exposed to: Office, as well as warehouse environment. Moderate noise level in the work environment. Plant exposure to wet, cold, and/or humid temperatures. Standard office equipment and heavy machinery. Benefits Total compensation: At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: Health insurance benefits options, including medical, prescription, vision, dental . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/08/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
About Us Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid. At Visa, you'll have the opportunity to create impact at scale - tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world. Join Visa and do work that matters - to you, to your community, and to the world. Progress starts with you. Job Description Visa is transforming how products are built through AI. We are seeking a Director, Product Builder to drive the operational execution, adoption, and continuous evolution of Visa's AI-powered product development platform. This platform leverages agentic AI, workflow automation, and enterprise integrations to accelerate the product lifecycle, enabling teams to move from idea to launch faster and more effectively. As a Director, you will serve as the operational leader responsible for scaling platform usage across the product organization, driving cross-functional execution, establishing governance, and ensuring the platform delivers measurable business value. You will work closely with Product, Engineering, Risk, Legal, Operations, and executive stakeholders to operationalize AI-enabled product development at enterprise scale. This role is ideal for a hands-on product leader who thrives at the intersection of product operations, execution, process optimization, adoption, and organizational change. What You'll Do Lead Operational Excellence Own execution of the platform roadmap, ensuring successful delivery of enhancements, new capabilities, and enterprise integrations. Establish operational processes, governance frameworks, and success metrics that enable scalable platform growth. Drive prioritization decisions balancing business impact, user needs, technical feasibility, and organizational readiness. Monitor platform health, adoption, performance, and user engagement to ensure successful outcomes. Drive Enterprise Adoption Lead user adoption efforts across Visa's global product management organization. Create and execute onboarding, enablement, training, and change management strategies. Partner with product leaders to increase platform utilization and embed AI-driven workflows into daily operating practices. Develop mechanisms to collect user feedback and rapidly translate insights into platform improvements. Accelerate Cross-Functional Execution Serve as the central point of coordination across Product, Engineering, Risk, Legal, Compliance, Marketing, Customer Support, and Operations teams. Remove organizational barriers, resolve dependencies, and drive alignment across stakeholders. Establish operating rhythms, business reviews, and stakeholder forums to ensure execution transparency and accountability. Lead enterprise-wide initiatives to expand platform capabilities and improve efficiency. Operationalize AI Across Product Development Identify opportunities to automate, streamline, and improve product development workflows through AI and intelligent agents. Drive implementation of new workflows, agent capabilities, and knowledge management solutions. Scale best practices for leveraging AI throughout product discovery, development, commercialization, and lifecycle management. Measure and Improve Business Impact Develop KPIs and operating metrics focused on adoption, productivity, workflow reduction, cycle time improvements, and business outcomes. Leverage analytics and user insights to identify friction points and continuously improve platform effectiveness. Deliver regular executive reporting demonstrating platform value and organizational impact. Influence Strategic Direction Partner with senior leaders to shape the long-term vision and roadmap for Visa's AI-enabled product development ecosystem. Provide thought leadership on generative AI, agentic workflows, and product management transformation. Influence investment decisions and prioritization through data-driven recommendations and operational insights. Represent the platform in executive discussions and strategic planning forums. Qualifications What We're Looking For Operational Product Leader You have successfully operationalized large-scale products, platforms, or transformation initiatives and excel at translating strategy into measurable execution. Exceptional Cross-Functional Operator You build strong partnerships, influence without authority, and consistently drive results across complex stakeholder environments. Product Operations Mindset You understand how to create scalable processes, governance models, adoption frameworks, and operating mechanisms that enable sustainable growth. Executive Presence and Influence You are comfortable engaging senior leaders, presenting recommendations, driving alignment, and influencing decisions through credibility, insight, and data. AI and Technology Practitioner You have practical experience applying generative AI, workflow automation, or emerging technologies to solve business challenges and improve organizational effectiveness. Customer and User Advocate You deeply understand user needs and are passionate about delivering intuitive solutions that improve productivity and create meaningful value. Experience 8+ years of product management, product operations, program leadership, or platform management experience. Proven success leading complex, cross-functional initiatives in large-scale enterprise environments. Experience driving adoption, enablement, operational readiness, and organizational change management. Experience building and executing business operating models, governance frameworks, and performance management processes. Strong understanding of generative AI, automation, agentic workflows, and emerging technology trends. Experience working closely with Product and Engineering teams on highly technical solutions. Demonstrated ability to influence executive stakeholders and drive organizational alignment. Experience in payments, fintech, technology, or other highly regulated industries preferred. Leadership Attributes Execution-focused leader who turns vision into results. Strong operator with a bias toward action and accountability. Executive presence with the ability to influence senior leaders. Data-driven decision maker who leverages insights to drive outcomes. Collaborative partner who builds trust across organizations. Change agent capable of driving adoption and organizational transformation. Passionate about leveraging AI to improve how teams work and deliver value. Success Measures During the first 12-18 months, success will be measured by: Enterprise platform adoption and engagement growth Product manager satisfaction and utilization Reduction in product development cycle times Expansion of AI-enabled workflows across the organization Delivery against roadmap commitments Increased operational efficiency and productivity gains Executive stakeholder alignment and advocacy Measurable business impact from platform investments Role Profile: 70% Operational Leadership 30% Strategic Influence & Executive Partnership Information for US Applicants For roles located in the US, the estimated salary range for this position is $173,100 to $307,600 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401(k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program. Work Hours Varies upon the needs of the department. Travel Requirements This position requires travel 5-10% of the time. Mental/Physical Requirements This position will be performed in an office setting. The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers. Visa is an EEO Employer Qualified applicants will receive consideration for employment without regard to race, color religion, sex, national origin, sexual orientation, gender identity, disability or protect veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with the EEOC guidelines and applicable local law.
10/08/2026
Full time
About Us Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid. At Visa, you'll have the opportunity to create impact at scale - tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world. Join Visa and do work that matters - to you, to your community, and to the world. Progress starts with you. Job Description Visa is transforming how products are built through AI. We are seeking a Director, Product Builder to drive the operational execution, adoption, and continuous evolution of Visa's AI-powered product development platform. This platform leverages agentic AI, workflow automation, and enterprise integrations to accelerate the product lifecycle, enabling teams to move from idea to launch faster and more effectively. As a Director, you will serve as the operational leader responsible for scaling platform usage across the product organization, driving cross-functional execution, establishing governance, and ensuring the platform delivers measurable business value. You will work closely with Product, Engineering, Risk, Legal, Operations, and executive stakeholders to operationalize AI-enabled product development at enterprise scale. This role is ideal for a hands-on product leader who thrives at the intersection of product operations, execution, process optimization, adoption, and organizational change. What You'll Do Lead Operational Excellence Own execution of the platform roadmap, ensuring successful delivery of enhancements, new capabilities, and enterprise integrations. Establish operational processes, governance frameworks, and success metrics that enable scalable platform growth. Drive prioritization decisions balancing business impact, user needs, technical feasibility, and organizational readiness. Monitor platform health, adoption, performance, and user engagement to ensure successful outcomes. Drive Enterprise Adoption Lead user adoption efforts across Visa's global product management organization. Create and execute onboarding, enablement, training, and change management strategies. Partner with product leaders to increase platform utilization and embed AI-driven workflows into daily operating practices. Develop mechanisms to collect user feedback and rapidly translate insights into platform improvements. Accelerate Cross-Functional Execution Serve as the central point of coordination across Product, Engineering, Risk, Legal, Compliance, Marketing, Customer Support, and Operations teams. Remove organizational barriers, resolve dependencies, and drive alignment across stakeholders. Establish operating rhythms, business reviews, and stakeholder forums to ensure execution transparency and accountability. Lead enterprise-wide initiatives to expand platform capabilities and improve efficiency. Operationalize AI Across Product Development Identify opportunities to automate, streamline, and improve product development workflows through AI and intelligent agents. Drive implementation of new workflows, agent capabilities, and knowledge management solutions. Scale best practices for leveraging AI throughout product discovery, development, commercialization, and lifecycle management. Measure and Improve Business Impact Develop KPIs and operating metrics focused on adoption, productivity, workflow reduction, cycle time improvements, and business outcomes. Leverage analytics and user insights to identify friction points and continuously improve platform effectiveness. Deliver regular executive reporting demonstrating platform value and organizational impact. Influence Strategic Direction Partner with senior leaders to shape the long-term vision and roadmap for Visa's AI-enabled product development ecosystem. Provide thought leadership on generative AI, agentic workflows, and product management transformation. Influence investment decisions and prioritization through data-driven recommendations and operational insights. Represent the platform in executive discussions and strategic planning forums. Qualifications What We're Looking For Operational Product Leader You have successfully operationalized large-scale products, platforms, or transformation initiatives and excel at translating strategy into measurable execution. Exceptional Cross-Functional Operator You build strong partnerships, influence without authority, and consistently drive results across complex stakeholder environments. Product Operations Mindset You understand how to create scalable processes, governance models, adoption frameworks, and operating mechanisms that enable sustainable growth. Executive Presence and Influence You are comfortable engaging senior leaders, presenting recommendations, driving alignment, and influencing decisions through credibility, insight, and data. AI and Technology Practitioner You have practical experience applying generative AI, workflow automation, or emerging technologies to solve business challenges and improve organizational effectiveness. Customer and User Advocate You deeply understand user needs and are passionate about delivering intuitive solutions that improve productivity and create meaningful value. Experience 8+ years of product management, product operations, program leadership, or platform management experience. Proven success leading complex, cross-functional initiatives in large-scale enterprise environments. Experience driving adoption, enablement, operational readiness, and organizational change management. Experience building and executing business operating models, governance frameworks, and performance management processes. Strong understanding of generative AI, automation, agentic workflows, and emerging technology trends. Experience working closely with Product and Engineering teams on highly technical solutions. Demonstrated ability to influence executive stakeholders and drive organizational alignment. Experience in payments, fintech, technology, or other highly regulated industries preferred. Leadership Attributes Execution-focused leader who turns vision into results. Strong operator with a bias toward action and accountability. Executive presence with the ability to influence senior leaders. Data-driven decision maker who leverages insights to drive outcomes. Collaborative partner who builds trust across organizations. Change agent capable of driving adoption and organizational transformation. Passionate about leveraging AI to improve how teams work and deliver value. Success Measures During the first 12-18 months, success will be measured by: Enterprise platform adoption and engagement growth Product manager satisfaction and utilization Reduction in product development cycle times Expansion of AI-enabled workflows across the organization Delivery against roadmap commitments Increased operational efficiency and productivity gains Executive stakeholder alignment and advocacy Measurable business impact from platform investments Role Profile: 70% Operational Leadership 30% Strategic Influence & Executive Partnership Information for US Applicants For roles located in the US, the estimated salary range for this position is $173,100 to $307,600 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401(k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program. Work Hours Varies upon the needs of the department. Travel Requirements This position requires travel 5-10% of the time. Mental/Physical Requirements This position will be performed in an office setting. The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers. Visa is an EEO Employer Qualified applicants will receive consideration for employment without regard to race, color religion, sex, national origin, sexual orientation, gender identity, disability or protect veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with the EEOC guidelines and applicable local law.
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/08/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/08/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full 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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
10/07/2026
Full time
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 "Quick Apply" button and sending us your resume. Salary: $225,000 - $260,000 per year 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. Why join us? 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 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 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 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 Priority roles filled with qualified talent by the business's required date. Critical-role pipeline coverage by job family, business unit, geography and readiness. Qualified candidate flow, slate attainment, conversion and offer acceptance by segment and source. Quality of hire and 60/90/180-day retention for priority populations. Recruiter capacity, productivity and service-level delivery, calibrated for complexity and volume. Hiring manager and candidate confidence in the recruiting process. Agency use, recruiting investment and cost per qualified and retained hire. Reliable data, strong technology adoption and visible improvement in hiring outcomes. Interested in hearing more? Easy Apply now by clicking the "Quick Apply" button. Jobot is an Equal Opportunity Employer . click apply for full job details
SHD Composite Materials Inc
Mooresville, North Carolina
Job Posting Title: Engineering Manager - Advanced Composites Manufacturing Job Title: Engineering Manager - Advanced Composites Manufacturing Location: Mooresville, NC Responsible to: Director of Operations / Site Leadership Team Responsible for: Engineering Team Shift Schedule: Monday - Friday Work Times: Standard business hours, Monday - Friday. A degree of flexibility will be needed during peak periods, production needs, customer deadlines, capital projects, equipment launches, audits, or facility expansion activity. Salary: Full-Time, Exempt Overview SHD Composite Materials Inc. was incorporated in August 2018 to service the expanding American and Canadian composite industries. The North American HQ is in Mooresville, North Carolina, and became a fully operational manufacturing facility in 2019. SHD Composite Materials Inc. manufactures advanced composite prepreg materials. With a growing global presence, the company services the American prepreg market with high-quality prepreg, fast turnaround times, and world-class technical support. The company's core strength is the ability to supply high- and low-volume products, with a wide range of tooling and component products throughout America and around the world. As the Engineering Manager - Advanced Composites Manufacturing, you will lead engineering operations supporting the manufacture of advanced composite prepreg materials for aerospace, defense, automotive, motorsport, marine, and industrial applications. This leadership role is responsible for building and developing a strong engineering team, driving manufacturing excellence, optimizing processes, supporting new product industrialization, leading automation initiatives, managing capital expansion projects, and supporting SHD's continued growth in North America. Ideal Person Either a proven engineering manager or a senior manufacturing, process, project, or continuous improvement engineering leader with strong experience in advanced manufacturing environments. The ideal candidate has experience in composites, polymer processing, chemicals, coatings, aerospace materials, or continuous web manufacturing processes, and is comfortable balancing daily manufacturing support with strategic growth initiatives and long-term operational planning. Key Responsibilities: Engineering Leadership / Team Development • Lead, mentor, and develop a high-performing engineering team consisting of manufacturing, process, project, and continuous improvement engineers. • Build a culture focused on safety, accountability, collaboration, innovation, and continuous improvement. • Establish engineering goals, performance metrics, and professional development plans. • Support recruitment, onboarding, succession planning, and talent development initiatives for the engineering function. • Serve as a technical leader and trusted advisor to plant, operations, and corporate leadership teams. Manufacturing / Process Engineering • Provide engineering leadership for prepreg manufacturing processes, equipment, utilities, and supporting systems. • Drive process optimization initiatives to improve quality, throughput, yield, cost performance, and operational efficiency. • Lead troubleshooting efforts for complex manufacturing, process, equipment, and production-support issues. • Apply Lean Manufacturing, Six Sigma, Statistical Process Control, and root cause analysis methods to improve process capability. • Develop and maintain process documentation, manufacturing standards, engineering best practices, and operational KPIs. • Monitor and improve Overall Equipment Effectiveness, process stability, and manufacturing performance metrics. New Product Introduction / Technology Scale-Up • Support engineering aspects of new products, new technologies, capital needs, process development, and manufacturing readiness. • Support pilot-scale development, process validation, and product industrialization activities. • Develop scalable manufacturing processes for new prepreg, resin, and composite material technologies. • Collaborate with customer, commercial, quality, and technical teams to support product qualification programs and customer requirements. • Drive Design of Experiments, process characterization, and continuous process improvement efforts. Capital Projects / Manufacturing Expansion • Lead capital equipment, facility expansion, manufacturing scale-up, and infrastructure projects from concept through implementation. • Develop project scopes, budgets, schedules, resource plans, and business justifications. • Manage capital expenditures and evaluate project return on investment to ensure alignment with strategic business objectives. • Support capacity planning and infrastructure development required for future growth. • Ensure projects are delivered safely, on time, and within budget. Automation / Digital Manufacturing • Identify and implement automation opportunities that improve safety, productivity, quality, and scalability. • Drive smart manufacturing initiatives, including process monitoring, manufacturing analytics, and data acquisition systems. • Collaborate with Operations and IT to enhance digital manufacturing capabilities, MES utilization, and production reporting tools. • Support implementation of automated quality controls and predictive maintenance strategies. Quality / Compliance / Technical Excellence • Ensure engineering activities support AS9100/EN9100, ISO 9001, customer, regulatory, and internal quality requirements. • Support aerospace, defense, and industrial customer audits and qualification programs. • Lead root cause investigations and corrective action initiatives related to manufacturing and quality performance. • Establish engineering standards, SOPs, validation protocols, and process controls. • Partner with Quality and Operations to improve product consistency, process capability, and customer satisfaction. Environmental, Health & Safety • Promote a strong safety culture throughout all engineering activities. • Ensure equipment, process modifications, and engineering projects comply with OSHA, environmental, and company safety requirements. • Lead risk assessments, machine safety improvements, and process hazard reduction initiatives. • Support continuous improvement of workplace safety performance and regulatory compliance. Strategic Growth / Operational Excellence • Support SHD's strategic growth objectives through manufacturing scalability, operational excellence, and technology advancement. • Analyze operational and financial performance metrics to identify improvement opportunities. • Collaborate with SHD technical and engineering teams across North America, the UK, and Europe. • Provide technical leadership for future manufacturing technologies, infrastructure investments, and advanced materials initiatives. • Undertake and perform other engineering, manufacturing-support, capital-project, or operational duties as requested by the company. Role Boundaries • This position leads engineering operations, engineering team development, process engineering, capital projects, automation initiatives, and manufacturing technical support. • This position works cross-functionally with Operations, Quality, R&D, Commercial, Global Engineering, and Site Leadership. • This role is expected to provide technical leadership and management direction, but final business, financial, staffing, or site-level decisions should follow company approval processes and leadership structure. Qualifications: Required • Bachelor's degree in Mechanical Engineering, Chemical Engineering, Materials Engineering, Industrial Engineering, or a related engineering discipline. • Minimum of 8 years of engineering experience within advanced manufacturing, chemicals, polymers, composites, coatings . click apply for full job details
10/01/2026
Full time
Job Posting Title: Engineering Manager - Advanced Composites Manufacturing Job Title: Engineering Manager - Advanced Composites Manufacturing Location: Mooresville, NC Responsible to: Director of Operations / Site Leadership Team Responsible for: Engineering Team Shift Schedule: Monday - Friday Work Times: Standard business hours, Monday - Friday. A degree of flexibility will be needed during peak periods, production needs, customer deadlines, capital projects, equipment launches, audits, or facility expansion activity. Salary: Full-Time, Exempt Overview SHD Composite Materials Inc. was incorporated in August 2018 to service the expanding American and Canadian composite industries. The North American HQ is in Mooresville, North Carolina, and became a fully operational manufacturing facility in 2019. SHD Composite Materials Inc. manufactures advanced composite prepreg materials. With a growing global presence, the company services the American prepreg market with high-quality prepreg, fast turnaround times, and world-class technical support. The company's core strength is the ability to supply high- and low-volume products, with a wide range of tooling and component products throughout America and around the world. As the Engineering Manager - Advanced Composites Manufacturing, you will lead engineering operations supporting the manufacture of advanced composite prepreg materials for aerospace, defense, automotive, motorsport, marine, and industrial applications. This leadership role is responsible for building and developing a strong engineering team, driving manufacturing excellence, optimizing processes, supporting new product industrialization, leading automation initiatives, managing capital expansion projects, and supporting SHD's continued growth in North America. Ideal Person Either a proven engineering manager or a senior manufacturing, process, project, or continuous improvement engineering leader with strong experience in advanced manufacturing environments. The ideal candidate has experience in composites, polymer processing, chemicals, coatings, aerospace materials, or continuous web manufacturing processes, and is comfortable balancing daily manufacturing support with strategic growth initiatives and long-term operational planning. Key Responsibilities: Engineering Leadership / Team Development • Lead, mentor, and develop a high-performing engineering team consisting of manufacturing, process, project, and continuous improvement engineers. • Build a culture focused on safety, accountability, collaboration, innovation, and continuous improvement. • Establish engineering goals, performance metrics, and professional development plans. • Support recruitment, onboarding, succession planning, and talent development initiatives for the engineering function. • Serve as a technical leader and trusted advisor to plant, operations, and corporate leadership teams. Manufacturing / Process Engineering • Provide engineering leadership for prepreg manufacturing processes, equipment, utilities, and supporting systems. • Drive process optimization initiatives to improve quality, throughput, yield, cost performance, and operational efficiency. • Lead troubleshooting efforts for complex manufacturing, process, equipment, and production-support issues. • Apply Lean Manufacturing, Six Sigma, Statistical Process Control, and root cause analysis methods to improve process capability. • Develop and maintain process documentation, manufacturing standards, engineering best practices, and operational KPIs. • Monitor and improve Overall Equipment Effectiveness, process stability, and manufacturing performance metrics. New Product Introduction / Technology Scale-Up • Support engineering aspects of new products, new technologies, capital needs, process development, and manufacturing readiness. • Support pilot-scale development, process validation, and product industrialization activities. • Develop scalable manufacturing processes for new prepreg, resin, and composite material technologies. • Collaborate with customer, commercial, quality, and technical teams to support product qualification programs and customer requirements. • Drive Design of Experiments, process characterization, and continuous process improvement efforts. Capital Projects / Manufacturing Expansion • Lead capital equipment, facility expansion, manufacturing scale-up, and infrastructure projects from concept through implementation. • Develop project scopes, budgets, schedules, resource plans, and business justifications. • Manage capital expenditures and evaluate project return on investment to ensure alignment with strategic business objectives. • Support capacity planning and infrastructure development required for future growth. • Ensure projects are delivered safely, on time, and within budget. Automation / Digital Manufacturing • Identify and implement automation opportunities that improve safety, productivity, quality, and scalability. • Drive smart manufacturing initiatives, including process monitoring, manufacturing analytics, and data acquisition systems. • Collaborate with Operations and IT to enhance digital manufacturing capabilities, MES utilization, and production reporting tools. • Support implementation of automated quality controls and predictive maintenance strategies. Quality / Compliance / Technical Excellence • Ensure engineering activities support AS9100/EN9100, ISO 9001, customer, regulatory, and internal quality requirements. • Support aerospace, defense, and industrial customer audits and qualification programs. • Lead root cause investigations and corrective action initiatives related to manufacturing and quality performance. • Establish engineering standards, SOPs, validation protocols, and process controls. • Partner with Quality and Operations to improve product consistency, process capability, and customer satisfaction. Environmental, Health & Safety • Promote a strong safety culture throughout all engineering activities. • Ensure equipment, process modifications, and engineering projects comply with OSHA, environmental, and company safety requirements. • Lead risk assessments, machine safety improvements, and process hazard reduction initiatives. • Support continuous improvement of workplace safety performance and regulatory compliance. Strategic Growth / Operational Excellence • Support SHD's strategic growth objectives through manufacturing scalability, operational excellence, and technology advancement. • Analyze operational and financial performance metrics to identify improvement opportunities. • Collaborate with SHD technical and engineering teams across North America, the UK, and Europe. • Provide technical leadership for future manufacturing technologies, infrastructure investments, and advanced materials initiatives. • Undertake and perform other engineering, manufacturing-support, capital-project, or operational duties as requested by the company. Role Boundaries • This position leads engineering operations, engineering team development, process engineering, capital projects, automation initiatives, and manufacturing technical support. • This position works cross-functionally with Operations, Quality, R&D, Commercial, Global Engineering, and Site Leadership. • This role is expected to provide technical leadership and management direction, but final business, financial, staffing, or site-level decisions should follow company approval processes and leadership structure. Qualifications: Required • Bachelor's degree in Mechanical Engineering, Chemical Engineering, Materials Engineering, Industrial Engineering, or a related engineering discipline. • Minimum of 8 years of engineering experience within advanced manufacturing, chemicals, polymers, composites, coatings . click apply for full job details
The FreedomPay Commerce Platform is the technology of choice for many of the largest companies across the globe in retail, hospitality, lodging, gaming, sports and entertainment, foodservice, education, healthcare and financial services. FreedomPay’s technology has been purposely built to deliver rock solid performance in the highly complex environment of global commerce. The company maintains a world-class security environment and was first to earn the coveted validation by the PCI Security Standards Council against Point-to-Point Encryption (P2PE/EMV) standard in North America. FreedomPay’s robust solutions across payments, security, identity and data analytics are available in-store, online and on-mobile and are supported by rapid API adoption. The award winning FreedomPay Commerce Platform operates on a single, unified technology stack across multiple continents allowing enterprises to deliver a consistent, repeatable experience on a global scale. FreedomPay is a fast paced, high growth company with a great culture with competitive benefits and compensation with a business casual atmosphere. We are currently seeking a seasoned Sr. Software Architect with experience in the Microsoft technology stack (.NET, C#, SQL) and various other technologies. In this full-time, salaried position, they will join a team of world class architects, engineers and developers solving complex problems. This position will have multiple responsibilities including solution architecting and software design of complex systems. The right candidate will be comfortable with systems integration and have experience bringing sub-systems together into a single system. The software architect must be able to leverage various frameworks, patterns, and tools. They will have shared accountability for the quality of the solution and ensure seamless integration and implementations. This position will report to the Director of Software Architecture.
Job Responsibilities
Analyze and understand client’s technology environment including system process and data flows, integrations, interactions and dependencies, and conceptual designs
Understand and participate in the entirety of the enterprise architecture, systems, services, platforms, and technology
Participate in business requirements gathering activities with project managers, business systems analysts, and other architects
Conduct white board design sessions with clients, both internal and external
Architect complex software solutions using business requirements and produce appropriate artifacts such as functional and operational requirements, and software prototypes
Present/communicate the architecture and software solutions to key stake holders, team members, and developers
Understanding of architectural design patterns, their strengths and weaknesses, and when it’s appropriate to use them
Work within Scrum teams to create Epics and Development Requests and provide estimates
Follow, enforce, and contribute to technical and coding standards and approaches to promote reuse and consistency
Facilitate and conduct regular code reviews to ensure best demonstrated practices and proper architecture
Collaborate with the QA team to ensure proper test plan, test coverage, test execution, and defect remediation
Provide expertise and oversight to developers for solution delivery, from a technical/architecture perspective
Required Skills and Experience
At least a BS/BA Degree in MIS, Computer Science, Engineering, or related field
A minimum of 10 years experience as a Software Developer/Engineer/Architect
A minimum of 2 years experience in high volume transactional processing environments including multi-threaded services and service bus implementations (preferably financial or payment related industry)
Strong English written and verbal interpersonal communication skills
Broad experience with Microsoft technology stack, as well as an understanding of competitive technologies
.NET and Visual Studio
C#, ASP.NET, strong object-oriented experience
Web services; WCF, SOA, RESTful services
MVC 3+, Entity Framework, nHibernate, JavaScript, jQuery, Knockout, Ajax, LINQ, JSON, CSS, XML, NUnit, Spring.NET
SQL 20012+, Oracle 10+
Cloud services and platforms such as AWS, Azure, etc.
Service bus and event hub architecture
CICD with team city, octopus deploy, etc.
Git, Bitbucket, SVN, Artifactory, NuGet, Docker Containerization
Strong database design and performance experience
Experience designing systems that handle large amounts of secure data
Experience developing, designing, and architecting the properly sized solutions for small, medium and large complex software and database systems within large enterprise environments that include complex system integrations and processes; successfully communicating conceptual ideas and design rationale to build consensus
Abstract thinking skills and employing experience and knowledge to create innovative solutions
Experience architecting mobile and distributed applications and platforms including complex distributed service environments (SOA, distributed windows applications and services, and SDK’s)
An ability to articulate architectural differences between solution methods and the challenges and approaches to integrating solutions built on different platforms including a working knowledge of different architectural frameworks that may be used by our customers and our development teams.
Experience developing Multithreaded services (windows services)
Resolve technical problems, disputes, and make tradeoffs as appropriate
Manage risk identification and risk mitigation strategies associated with the architecture
Ensure the architecture is sustainable, deployable, and secure
Excellent multi-tasking skills, managing multiple initiatives at one time in a fast-paced environment
Strong MS Office, Project and Visio skills
Travel may be required (U.S. and International)
Desired Skills and Experience
Experience with Xamarin, Objective C, iOS, Android and Win phone platforms
Experience with strategies for migration to microservices and Service Fabric in a brownfield environment
Technical competence in other programming languages such as C, C++, and Java
As the fastest growing commerce company in the industry, we offer the opportunity for tremendous upward mobility within the company as well as development and professional growth opportunities. FreedomPay provides exceptional benefits including medical, prescription, dental and vision coverage, Life Insurance, 401K with company match, commission sharing plan, and a modern working environment. All positions must be able to successfully pass a background check as well as a credit check.
06/20/2020
Full time
The FreedomPay Commerce Platform is the technology of choice for many of the largest companies across the globe in retail, hospitality, lodging, gaming, sports and entertainment, foodservice, education, healthcare and financial services. FreedomPay’s technology has been purposely built to deliver rock solid performance in the highly complex environment of global commerce. The company maintains a world-class security environment and was first to earn the coveted validation by the PCI Security Standards Council against Point-to-Point Encryption (P2PE/EMV) standard in North America. FreedomPay’s robust solutions across payments, security, identity and data analytics are available in-store, online and on-mobile and are supported by rapid API adoption. The award winning FreedomPay Commerce Platform operates on a single, unified technology stack across multiple continents allowing enterprises to deliver a consistent, repeatable experience on a global scale. FreedomPay is a fast paced, high growth company with a great culture with competitive benefits and compensation with a business casual atmosphere. We are currently seeking a seasoned Sr. Software Architect with experience in the Microsoft technology stack (.NET, C#, SQL) and various other technologies. In this full-time, salaried position, they will join a team of world class architects, engineers and developers solving complex problems. This position will have multiple responsibilities including solution architecting and software design of complex systems. The right candidate will be comfortable with systems integration and have experience bringing sub-systems together into a single system. The software architect must be able to leverage various frameworks, patterns, and tools. They will have shared accountability for the quality of the solution and ensure seamless integration and implementations. This position will report to the Director of Software Architecture.
Job Responsibilities
Analyze and understand client’s technology environment including system process and data flows, integrations, interactions and dependencies, and conceptual designs
Understand and participate in the entirety of the enterprise architecture, systems, services, platforms, and technology
Participate in business requirements gathering activities with project managers, business systems analysts, and other architects
Conduct white board design sessions with clients, both internal and external
Architect complex software solutions using business requirements and produce appropriate artifacts such as functional and operational requirements, and software prototypes
Present/communicate the architecture and software solutions to key stake holders, team members, and developers
Understanding of architectural design patterns, their strengths and weaknesses, and when it’s appropriate to use them
Work within Scrum teams to create Epics and Development Requests and provide estimates
Follow, enforce, and contribute to technical and coding standards and approaches to promote reuse and consistency
Facilitate and conduct regular code reviews to ensure best demonstrated practices and proper architecture
Collaborate with the QA team to ensure proper test plan, test coverage, test execution, and defect remediation
Provide expertise and oversight to developers for solution delivery, from a technical/architecture perspective
Required Skills and Experience
At least a BS/BA Degree in MIS, Computer Science, Engineering, or related field
A minimum of 10 years experience as a Software Developer/Engineer/Architect
A minimum of 2 years experience in high volume transactional processing environments including multi-threaded services and service bus implementations (preferably financial or payment related industry)
Strong English written and verbal interpersonal communication skills
Broad experience with Microsoft technology stack, as well as an understanding of competitive technologies
.NET and Visual Studio
C#, ASP.NET, strong object-oriented experience
Web services; WCF, SOA, RESTful services
MVC 3+, Entity Framework, nHibernate, JavaScript, jQuery, Knockout, Ajax, LINQ, JSON, CSS, XML, NUnit, Spring.NET
SQL 20012+, Oracle 10+
Cloud services and platforms such as AWS, Azure, etc.
Service bus and event hub architecture
CICD with team city, octopus deploy, etc.
Git, Bitbucket, SVN, Artifactory, NuGet, Docker Containerization
Strong database design and performance experience
Experience designing systems that handle large amounts of secure data
Experience developing, designing, and architecting the properly sized solutions for small, medium and large complex software and database systems within large enterprise environments that include complex system integrations and processes; successfully communicating conceptual ideas and design rationale to build consensus
Abstract thinking skills and employing experience and knowledge to create innovative solutions
Experience architecting mobile and distributed applications and platforms including complex distributed service environments (SOA, distributed windows applications and services, and SDK’s)
An ability to articulate architectural differences between solution methods and the challenges and approaches to integrating solutions built on different platforms including a working knowledge of different architectural frameworks that may be used by our customers and our development teams.
Experience developing Multithreaded services (windows services)
Resolve technical problems, disputes, and make tradeoffs as appropriate
Manage risk identification and risk mitigation strategies associated with the architecture
Ensure the architecture is sustainable, deployable, and secure
Excellent multi-tasking skills, managing multiple initiatives at one time in a fast-paced environment
Strong MS Office, Project and Visio skills
Travel may be required (U.S. and International)
Desired Skills and Experience
Experience with Xamarin, Objective C, iOS, Android and Win phone platforms
Experience with strategies for migration to microservices and Service Fabric in a brownfield environment
Technical competence in other programming languages such as C, C++, and Java
As the fastest growing commerce company in the industry, we offer the opportunity for tremendous upward mobility within the company as well as development and professional growth opportunities. FreedomPay provides exceptional benefits including medical, prescription, dental and vision coverage, Life Insurance, 401K with company match, commission sharing plan, and a modern working environment. All positions must be able to successfully pass a background check as well as a credit check.
