VP, HR Business Partners & Talent Management

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 QuirkAre you a fit? Easy Apply now by clicking the "Quick Apply" button and sending us your resume.Salary: $200,000 - $275,000 per yearA 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 PartnersDallas, TX | Human Resources | Full-Time | Not RemotePosition SummaryThe 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.ResponsibilitiesHR Business Partner LeadershipOwn and lead the HR Business Partner function end to end, setting the standard for what strong business partnership looks like across the organizationOversee the Director of HRBPs and ensure consistent, high-impact support is delivered across field operations and corporate functionsEquip HRBPs to operate as true partners to frontline leaders, not just process administrators, on performance management, team effectiveness, and employee engagementBuild the HRBP team's credibility and influence with operational leaders so HR is seen as a driver of business outcomesEnsure HRBPs are embedded in how the business actually runs, close to safety, quality, and productivity, not sitting apart from itStrategic Talent & Organizational LeadershipDevelop and execute an organizational effectiveness and talent development strategy aligned with value creation goalsPartner with the CHRO and executive team to drive a high-performance culture centered on accountability, safety, and operational excellenceAlign people strategies with business growth, scalability, and margin improvement objectivesM&A Integration & Organizational ScalingLead the people-related aspects of M&A integration, with a focus on organizational alignment, leadership effectiveness, and cultural integrationPartner with executive leadership to assess organizational structures and accelerate integration of acquired teamsImplement consistent talent and leadership practices across newly acquired entities, with HRBPs as the primary delivery mechanism on the groundSupport change management efforts tied to acquisitions, restructuring, and growth initiativesTalent Management & Internal Talent DevelopmentOversee enterprise talent management processes, including performance management, succession planning, and career pathingDevelop and advance internal talent, with a focus on building strong pipelines for field leadership and critical rolesDesign programs that accelerate the growth of high-performing employees into leadership positionsStrengthen succession readiness for key operational and technical rolesLearning & DevelopmentDefine and execute a scalable learning and development strategy for a distributed, field-based workforceEnsure training programs build both technical capability and leadership effectivenessEquip frontline supervisors and managers with the skills needed to lead teams, drive performance, and maintain safety standardsOrganizational Effectiveness & Change ManagementLead organizational design efforts to optimize structure, roles, and spans and layers for efficiency and scalabilityDrive change management strategies to support growth, integration, and transformation initiativesUse workforce data and insights to improve productivity, engagement, and retentionQualificationsBachelor's degree in Human Resources, Business, or related field, Master's preferred12-15+ years of progressive HR experience, with substantial time leading HRBP teams specifically, not just talent management or L&DTrack record building or scaling an HR Business Partner model in a fast-paced, operational environmentExperience in a private equity-backed, high-growth, or services environment strongly preferredDemonstrated experience supporting M&A integration and organizational scalingProven success developing leaders within field-based or distributed workforcesKey CompetenciesDeep expertise in the HR Business Partner model and what makes it effective in a field-based organizationStrong operational and commercial mindsetExecutive influence and credibility with senior and frontline leadersOrganizational design and change leadershipM&A integration and cultural alignmentData-driven decision making and results orientationInterested in hearing more? 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