A growing, private equity-backed provider of essential infrastructure services with operations across Texas and beyond is seeking a Vice President of Human Resources to lead and scale its HR function. With over 300 employees and a strong operational footprint in field-based and technical services, the company is undergoing rapid growth through acquisition and operational transformation.
This is a hands-on executive role based in Dallas, responsible for building a scalable HR infrastructure from thee ground up, defining and documenting processes/policies/procedures, owning benefits decisions with senior leadership, supporting post-acquisition integration, and driving strategic people initiatives across a multi-location business. The VP of HR will report directly to executive leadership and work closely with private equity partners on human capital strategy and value creation. This role is about building and executing while contributing to the strategic growth of the business. In this role you will learn and do first, define the scalable staffing model and then successfully onboard a future team. Strategy is a part of the work, but success will come from operational excellence, relentless follow through and the ability to lead by doing.
Key Responsibilities:
Strategic Leadership & Organizational Development
- Serve as a strategic HR partner to the executive team, aligning human capital strategy with business objectives.
- Build and scale HR systems, processes, and programs to support a fast-paced, M&A-driven environment.
- Lead organizational design, talent planning, performance management, and succession strategies.
- Drive cultural alignment and change management as the company evolves through growth and acquisition.
Talent Acquisition & Talent Management
- Oversee full-cycle recruiting and onboarding for both field-based and corporate teams.
- Build and scale a best-in-class Learning & Development program that supports technician growth, long-term retention, internal mobility, and broader leadership and capability development across the organization.
- Ensure consistent, high-quality onboarding experiences across locations.
- Design and implement performance management processes that align with business goals and drive accountability and growth.
- Develop and manage employee engagement programs, including surveys and follow-up action planning, to foster a distinctive, high-impact employee experience across the organization.
HR Compliance & Risk Management
- Ensure compliance with federal, state, and local labor laws and employment regulations.
- Manage employment-related legal matters, including employee relations, claims, and workforce compliance issues.
Total Rewards
- Lead compensation strategy, including career pathing frameworks and pay-for-performance models.
- Partner with executive leadership and benefits broker to evaluate, select, and implement competitive benefit offerings aligned with team needs and company goals; oversee the annual open enrollment process and employee communications.
- Design and manage recognition programs that engage, reward and retain top talent.
HR Systems & Operational Excellence
- Maintain and improve HRIS systems, reporting, and analytics.
- Drive operational efficiencies and process improvements across all areas of HR.
M&A Integration & Private Equity Support
- Lead HR due diligence for new acquisitions in partnership with corporate development and deal teams.
- Develop and implement post-close HR integration plans to ensure smooth transitions.
- Standardize policies, compensation structures, and compliance practices across acquired entities.
- Collaborate with private equity sponsors on workforce planning, executive compensation, and value creation efforts.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, Legal Studies or a related field (Master's degree or HR certification preferred).
- 10-15 years of progressive HR experience, including 5-7 years in a senior leadership role.
- Experience in a private equity-backed company and leading through acquisitions/integrations is strongly preferred.
- Background supporting field-based or service-oriented workforces is highly desirable.
- Demonstrated ability to lead HR in a fast-paced, high-change, and multi-location business.
- Exceptional leadership, communication, and stakeholder management skills.
- Strong knowledge of employment laws, compensation strategy, and scalable HR practices.
- Proven ability to build and scale talent programs using data analytics and performance insights.