Lead the HR Business Partner function for a fast-growing, private equity-backed electrical testing company, with direct oversight of Talent Management and Learning & Development, and a seat at the table on M&A integration as the business scales.This Jobot Job is hosted by: Jim Quirk
Are you a fit? Easy Apply now by clicking the "Apply Now" button and sending us your resume.
Salary: $200,000 - $275,000 per year
A bit about us:We're a fast-growing, private equity-backed company in the electrical testing space, expanding through both organic growth and strategic acquisitions. As we scale, we're building out the leadership and people functions to match, investing in strong HR business partnership, talent development, and organizational effectiveness at every level of the field and corporate organization. We operate in a hands-on, safety-first, operationally focused environment, and we're looking for people who want to build something at pace, not just maintain what already exists.
Why join us?- Competitive Base Salary!
- Extremely Competitive Benefits!
- Flexible Work Schedules!
- Accelerated Career Growth!
Job DetailsVice President, Talent Management & HR Business Partners
Dallas, TX | Human Resources | Full-Time | Not Remote
Position Summary
The Vice President, Talent Management & HR Business Partners leads the HR Business Partner function for a fast-growing, private equity-backed electrical testing company, serving as the primary connector between HR strategy and the business itself. This role owns how HRBPs show up for regional and operational leaders every day, and is responsible for making sure that function drives real business results, not just administrative support. Alongside HRBP leadership, the VP also oversees Talent Management and Learning & Development, and partners closely with executive leadership on M&A integration and organizational scaling.
Responsibilities
HR Business Partner Leadership
Own and lead the HR Business Partner function end to end, setting the standard for what strong business partnership looks like across the organization
Oversee the Director of HRBPs and ensure consistent, high-impact support is delivered across field operations and corporate functions
Equip HRBPs to operate as true partners to frontline leaders, not just process administrators, on performance management, team effectiveness, and employee engagement
Build the HRBP team's credibility and influence with operational leaders so HR is seen as a driver of business outcomes
Ensure HRBPs are embedded in how the business actually runs, close to safety, quality, and productivity, not sitting apart from it
Strategic Talent & Organizational Leadership
Develop and execute an organizational effectiveness and talent development strategy aligned with value creation goals
Partner with the CHRO and executive team to drive a high-performance culture centered on accountability, safety, and operational excellence
Align people strategies with business growth, scalability, and margin improvement objectives
M&A Integration & Organizational Scaling
Lead the people-related aspects of M&A integration, with a focus on organizational alignment, leadership effectiveness, and cultural integration
Partner with executive leadership to assess organizational structures and accelerate integration of acquired teams
Implement consistent talent and leadership practices across newly acquired entities, with HRBPs as the primary delivery mechanism on the ground
Support change management efforts tied to acquisitions, restructuring, and growth initiatives
Talent Management & Internal Talent Development
Oversee enterprise talent management processes, including performance management, succession planning, and career pathing
Develop and advance internal talent, with a focus on building strong pipelines for field leadership and critical roles
Design programs that accelerate the growth of high-performing employees into leadership positions
Strengthen succession readiness for key operational and technical roles
Learning & Development
Define and execute a scalable learning and development strategy for a distributed, field-based workforce
Ensure training programs build both technical capability and leadership effectiveness
Equip frontline supervisors and managers with the skills needed to lead teams, drive performance, and maintain safety standards
Organizational Effectiveness & Change Management
Lead organizational design efforts to optimize structure, roles, and spans and layers for efficiency and scalability
Drive change management strategies to support growth, integration, and transformation initiatives
Use workforce data and insights to improve productivity, engagement, and retention
Qualifications
Bachelor's degree in Human Resources, Business, or related field, Master's preferred
12-15+ years of progressive HR experience, with substantial time leading HRBP teams specifically, not just talent management or L&D
Track record building or scaling an HR Business Partner model in a fast-paced, operational environment
Experience in a private equity-backed, high-growth, or services environment strongly preferred
Demonstrated experience supporting M&A integration and organizational scaling
Proven success developing leaders within field-based or distributed workforces
Key Competencies
Deep expertise in the HR Business Partner model and what makes it effective in a field-based organization
Strong operational and commercial mindset
Executive influence and credibility with senior and frontline leaders
Organizational design and change leadership
M&A integration and cultural alignment
Data-driven decision making and results orientation
Interested in hearing more? Easy Apply now by clicking the "Apply Now" button.
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