Vice President Human Resources

Overview

Vice President Human Resources Jobs in Greater Boston at Summit Advantage

Title: Vice President Human Resources

Company: Summit Advantage

Location: Greater Boston

Executive Position Located in Central MA with offices in Southeastern Massachusetts.

The Vice President of Human Resources (VP of HR) is a strategic executive responsible for leading all human capital functions across a growing, acquisition-driven electrical contracting platform. Reporting directly to the CEO, this leader will build scalable people systems, support operational excellence, lead post-acquisition integration efforts, and help drive enterprise value creation.

The VP of HR will partner closely with Operations and Finance leadership to attract, develop, retain, and align talent across multiple business units and geographies. This role requires both strategic leadership and hands-on execution within a fast-paced, private equity-backed environment.

1. Talent Acquisition & Workforce Planning

Field Recruiting

·      Build scalable recruiting systems for: Licensed electricians, Apprentices, Foremen, Project managers, Estimators, Service technicians

·      Develop relationships with: Trade schools, Apprenticeship programs, Workforce development organizations, Military transition programs and reduce dependency on staffing agencies.

Acquisition Workforce Integration

·      Evaluate workforce quality during acquisition diligence.

·      Assess retention risks of key personnel before close.

·      Create “Day 1” onboarding and communication plans.

 

Workforce Forecasting

·      Partner with Operations to project labor demand based on backlog.

·      Anticipate labor shortages before growth bottlenecks occur.

2. Retention & Culture

Employee Retention Strategy

·      Reduce turnover among electricians and field leadership.

·      Develop retention programs for high performers and key managers.

·      Build career path visibility from apprentice → journeyman → foreman → superintendent.

 

Culture Integration

·      Lead post-acquisition cultural integration.

·      Preserve entrepreneurial strengths of acquired companies while aligning with platform standards.

·      Drive leadership alignment across locations.

Employee Engagement

·      Conduct engagement surveys.

·      Improve communication between field and office teams.

·      Build recognition programs for field employees.

3. Compensation & Incentive Programs

Compensation Structure

·      Standardize compensation philosophy across acquired companies.

·      Benchmark wages against local labor markets.

·      Build scalable salary bands and pay structures.

Incentive Compensation

·      Design bonus plans tied to: EBITDA, Gross margin, Safety, Labor productivity, Cash flow

·      Create incentive structures for: Project managers, Estimators, Operations leaders, Branch managers

Equity / PE Alignment

·      Administer management incentive plans (MIPs), phantom equity, or rollover equity programs where applicable.

4. Leadership Development & Succession Planning

Field Leadership Development

·      Build training programs for: Foremen, Superintendents, Project Managers, Branch leaders

·      Improve transition from “great electrician” to “great leader.”

Succession Planning

·      Identify high-potential leaders across the organization.

·      Build bench strength for future acquisitions and expansion.

Executive Talent Management

·      Partner with CEO on executive recruiting and leadership assessments.

5. Training & Apprenticeship Programs

Apprenticeship Development

·      Formalize apprenticeship progression systems.

·      Track competencies and licensing readiness.

·      Standardize training across business units.

Technical & Safety Training

·      Coordinate: OSHA training, Leadership training, Manufacturer certifications, Project management training

Learning Management Systems

·      Implement scalable LMS platforms across the organization.

6. M&A Integration Leadership

HR Due Diligence

·      Evaluate:Compensation structures, Benefit liabilities, Retention risks, Organizational design, Compliance issues

Post-Close Integration

·      Standardize: Benefits, Payroll, Policies, HRIS systems, Performance management

·      Manage communication during transitions.

Organizational Design

·      Clarify reporting structures and leadership roles post-acquisition.

7. HR Systems & Infrastructure

HR Technology

·      Own HRIS strategy and implementation.

·      Standardize onboarding, payroll, performance management, and recruiting systems.

KPI & Workforce Analytics

Track:

·      Turnover

·      Labor utilization

·      Recruiting funnel metrics

·      Safety incidents

·      Overtime

·      Headcount growth

·      Employee productivity

Policy Standardization

·      Build scalable employee handbooks and operating policies.

8. Safety Partnership

Although safety report to Operations, HR should heavily support:

·      Safety culture initiatives

·      Training compliance

·      Incident management

·      Return-to-work programs

·      Workers’ compensation oversight

9. Compliance & Risk Management

·      Employment Compliance

·      Wage & hour compliance

·      Multi-state labor law management

·      Licensing tracking

Risk Reduction

·      Reduce: Employment claims, Turnover costs, Workers’ comp exposure, Hiring risks

10. Strategic PE Value Creation

The HR leader should directly contribute to enterprise value creation through:

Scalability

Building systems that allow the platform to grow rapidly through acquisitions.

EBITDA Improvement

Improving:

·      Retention

·      Productivity

·      Labor efficiency

·      Management effectiveness

Integration Execution

·      Reducing disruption and accelerating synergy capture post-acquisition.

Leadership Infrastructure

·      Building a management bench capable of supporting a much larger organization.