Position Summary

The Vice President, Talent Management & HR Business Partners is a key HR leader responsible for building the leadership, workforce capability, and organizational effectiveness required to support a fast-growing, private equity-backed electrical testing company.

This role partners closely with executive leadership to drive performance, scalability, and successful integration of acquisitions. The VP oversees Learning & Development, Talent Management, and the HR Business Partner function, with a strong focus on developing internal talent, strengthening leadership capability, and enabling organizational growth through people.

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
• Support change management efforts tied to acquisitions, restructuring, and growth initiatives

HR Business Partner Leadership

• Lead the HR Business Partner function, ensuring strong partnership with regional and operational leaders
• Oversee the Director of HRBPs to deliver consistent, high-impact support across field operations and corporate functions
• Equip HRBPs to effectively support frontline leaders in performance management, team effectiveness, and employee engagement

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
• Continuously evaluate and improve the effectiveness of training programs based on business impact

Organizational Effectiveness & Change Management

• Lead organizational design efforts to optimize structure, roles, and spans & 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

Cross-Functional Collaboration

• Partner closely with other key HR leaders to ensure alignment and seamless execution of HR priorities
• Ensure talent development strategies are well-integrated with onboarding and workforce planning processes

Leadership & Team Oversight

• Direct leadership of:
• HR Business Partners
• Talent Management
• Learning & Development team
• Build a pragmatic, business-oriented HR team focused on delivering measurable impact in a fast-paced environment

• Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred)
• 12–15+ years of progressive HR experience, including leadership of HRBP and talent management functions
• 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

• Strong operational and commercial mindset
• Executive influence and credibility with senior and frontline leaders
• Organizational design and change leadership
• Leadership development in technical/field environments
• M&A integration and cultural alignment
• Data-driven decision making and results orientation

Success Measures

• Strength and readiness of internal leadership pipeline
• Advancement and retention of high-performing employees
• Effectiveness of frontline and field leadership
• Speed and success of M&A integration (people and culture)
• Measurable impact of L&D on safety, quality, and productivity
• HRBP effectiveness in driving business performance

NO AGENCIES PLEASE

EQUAL OPPORTUNITY EMPLOYER | DRUG-FREE WORKPLACE

Shermco is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status.  Shermco is a drug-free workplace.