VP of Human Resources

Date Posted: 10/20/2026 Minimum Date Posted: 10/27/2026

The salary for this position is $120,000.00-$145,000.00 yearly. Final compensation will be determined based on experience, qualifications, and overall fit for the role.

Location: The Woodlands, TX; West Palm Beach, FL; Charlotte, North Carolina

Benefits:

Benefits include medical, dental, and vision insurance; Health Savings Account (HSA) and Flexible Spending Account (FSA) options where applicable; 401(k) with company match; paid time off; company-paid holidays; and short and long-term disability.

How to Apply:
Candidates may apply by clicking the "apply" button in this posting which is hosted on our careers page at https://unitedutility.com/careers

Internal Employee Notice:
This opportunity is being communicated internally in accordance with the Company's Recruiting Transparency and Opportunity Notice process.
Current employees are encouraged to apply through our careers page at https://unitedutility.com/careers

Job Summary

United Utility Services is seeking a strategic, results-driven Vice President of Human Resources to lead the enterprise people strategy and HR function across its portfolio of operating companies.

This leader will be responsible for developing and executing a people strategy that builds workforce readiness, strengthens leadership capability, improves employee engagement and retention, and supports the successful execution of our operations.

Reporting to the Chief Administrative Officer, the Vice President will partner closely with Leadership, Operations, Finance, Safety, and other business leaders to establish scalable HR practices and consistent standards while addressing individual operating company needs. The role leads Human Resources, Benefits, and Talent Acquisition across a geographically dispersed, multistate workforce.

The successful candidate will bring strategic vision, practical execution, business and financial judgment, and proven HR leadership experience. This leader will strengthen employee trust, accountability, and a culture that supports safe work.

Key Responsibilities
Enterprise People Strategy and HR Leadership

• Develop and execute an annual and multiyear people strategy across operating companies and geographic regions, aligned with business objectives, growth plans, and operational priorities.
• Establish enterprise HR policies, service standards, governance, and accountability while accommodating operating company requirements and applicable local needs.
• Partner with executive and operational leadership on organization design, workforce costs, leadership effectiveness, and complex people decisions.
• Lead the people aspects of organizational change and business integrations, aligning communications, workforce plans, and HR processes.
• Establish HR priorities, budgets, and performance measures that support scalable service delivery and continuous improvement.Workforce Planning and Talent Acquisition
• Partner with leaders to forecast craft, field leadership, technical, and corporate staffing needs based on project demand, business plans, and workforce availability.
• Oversee recruiting strategy, employment branding, selection standards, and talent pipelines across operating companies.
• Improve hiring quality, recruiting responsiveness, and the candidate experience through consistent processes and actionable performance measures.
• Establish consistent onboarding and early tenure check-ins so employees understand expectations, connect with leaders, and receive the resources and training needed to work successfully and safely.Leadership Development and Performance Management
• Lead performance management, talent reviews, succession planning, and development programs that strengthen accountability and prepare employees for greater responsibility.
• Build manager capability in communication, coaching, feedback, conflict resolution, and fair, consistent employment decisions.
• Partner with Operations and Safety on field leadership development and the people practices that support safe, effective project execution.
• Work with executive and operating company leaders to identify critical roles, assess leadership readiness, and address succession and capability gaps.Employee Engagement and Employee Relations
• Lead an employee listening and retention strategy that reaches field and office employees across the organization.
• Translate survey results, onboarding feedback, exit trends, and workforce data into actionable plans with accountable leaders and follow-up measures.
• Oversee timely, impartial resolution of employee concerns and sensitive investigations; maintain appropriate confidentiality and escalate significant risks.
• Coach leaders on performance, conduct, and disciplinary matters to support consistent decisions and employee trust.
• Provide labor relations leadership for union-represented operations, where applicable, in partnership with Operations and legal counsel.Compensation Benefits and Employee Wellbeing
• Lead compensation and benefits strategy, including job architecture, market benchmarking, salary planning, and incentive programs, in partnership with Finance and executive leadership.
• Evaluate program competitiveness, internal equity, cost, and employee value to inform recommendations and spending decisions.
• Oversee benefits administration, open enrollment, employee communications, and wellbeing initiatives across operating companies.
• Manage HR and benefits vendor relationships, service expectations, and performance to improve employee experience and program effectiveness.HR Operations Technology and Risk Management
• Establish consistent HR processes and controls across operating businesses, with appropriate flexibility for local business needs.
• Partner with legal counsel on employment compliance, policy interpretation, and emerging workforce risks.
• Lead HR systems, data quality, reporting, and process improvement; partner with IT, Payroll and Finance on implementations, integrations, access controls, and protection of employee information.
• Coordinate HR data and transactions with Payroll and Finance, including employee changes, compensation, benefits, and organizational information.
• Oversee employee records, HR vendors, and service delivery; develop reporting that increases visibility and accountability for workforce and HR performance.Organizational Leadership and Development
• Lead, develop, and mentor HR, Benefits, and Talent Acquisition teams, establishing clear responsibilities, performance expectations, and accountability.
• Evaluate HR structure, staffing, and resource allocation against workforce size, geographic coverage, operating company needs, and service demand.
• Strengthen collaboration between enterprise HR functions and local operating teams through clear service expectations and effective communication.
• Build a culture of integrity, confidentiality, responsive service, and continuous improvement within the HR organization.Required Qualifications
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• At least 15 years of progressive HR experience, including at least 10 years leading an HR team (including TA and Benefits) at the division or enterprise level.
• Experience in utility services, power delivery, construction, infrastructure, or a related industry.
• Demonstrated leadership across talent acquisition, employee relations, compensation, benefits, performance management, leadership development, and organizational change.
• Experience leading HR in a multistate environment and establishing consistent policies, processes, and service standards.
• Proven ability to translate business priorities into workforce strategies and carry strategic initiatives through to execution.
• Strong business and financial judgment, including the ability to evaluate workforce costs, budgets, and HR program effectiveness.
• Ability to use workforce data to identify trends, guide decisions, and measure results.
• Strong executive communication and relationship management skills, with the ability to influence senior leaders and operational stakeholders.
• Sound judgment in sensitive matters, appropriate confidentiality, and a practical, service-oriented approach.
• Demonstrated ability to develop teams, lead change, and build manager capability.Preferred Qualifications
• Advanced degree in Human Resources, Business Administration, or a related field.
• Experience supporting a geographically dispersed craft or field workforce.
• Experience working with union-represented employees and supporting labor relations.
• SPHR or SHRM-SCP certification.Key Measures of Success
• Workforce readiness and alignment of staffing plans with business and project demand.
• Improved hiring quality, recruiting responsiveness, and onboarding effectiveness.
• Reduced early tenure and regrettable turnover against agreed goals.
• Completion and effectiveness of employee engagement action plans.
• Stronger leadership capability, succession readiness, and performance accountability.
• Consistent, responsive HR service delivery across operating companies.
• Accurate workforce data, effective HR processes, and reliable reporting.
• HR budget performance and effective management of compensation and benefits costs.
• Development of a scalable, high-performing HR organization.Work Environment
  The role operates in office settings and at operating locations and project sites. Travel is required as business needs dictate. The Vice President works with field and corporate teams and responds to urgent employee or operational matters when needed. Visits to industrial or construction environments may involve moderate to high noise levels and require compliance with applicable site safety requirements.
  Physical Demands
  The following activities describe the work performed in this role and may be carried out with reasonable accommodation, as applicable.
• Use a computer, keyboard, telephone, and other standard office equipment for extended periods.
• Sit for extended periods and stand, walk, and move through offices and project locations as duties require.
• Read and analyze complex documents, workforce data, and business information.
• Concentrate, exercise sound judgment, and make decisions on complex and sensitive matters.
• Prepare written communications, reports, policies, and strategic plans.
• Communicate effectively with employees, leaders, and external partners.
• Think strategically and develop plans that support business needs and growth.

Application Deadline:

This posting will remain open for a minimum of five (5) calendar days. The Company reserves the right to extend or close the posting based on business needs and applicable policy requirements.

Important Information:

Applicants may be asked:
"Are you currently employed by the Company?"

For standard external opportunities, this question is used for applicant classification, reporting, and workforce analytics purposes only.

We do not accept unsolicited resumes or candidate submissions from third-party recruiters or staffing firms. Resumes submitted without a signed, written agreement with the Company and outside the approved HR/Recruiter process will not be reviewed or considered, and the Company will not be responsible for any associated fees.

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