Vice President of Human Resources

ENTERPRISE ELECTRICAL

VP OF HUMAN RESOURCES

Houston, TX | Executive Leadership | Chief People Experience Officer

  Base: $200,000–$250,000 DOE | 20–30% Annual Bonus

ABOUT ENTERPRISE ELECTRICAL

Enterprise Electrical (CMJ Technologies LLC) is one of the fastest-growing advanced technology electrical contractors in the United States. Headquartered in Houston, TX with offices in Austin and San Antonio and a 55,000-square-foot prefabrication facility, we partner with the country’s leading general contractors and hyperscale developers to deliver mission-critical electrical infrastructure at scale. Our current portfolio spans hyperscale data centers, advanced manufacturing, cold storage, and large commercial electrical, and we are building toward $1B+ in annual revenue by 2032.

As we scale from approximately $85M and 600+ employees to a multi-hundred-million-dollar enterprise over the next several years, the demands on our people infrastructure will intensify dramatically. We need a leader who can build an HR function that matches the ambition of the business—one that attracts and retains elite talent, scales culture across hundreds of new employees and multiple geographies, and ensures our people experience is a competitive advantage rather than an afterthought.

OUR CORE PURPOSE AND VALUES

Core Purpose:

Building Relationships to Enrich Lives

Core Values:

• Committed to Excellence

• Plan It, Do It, Own It

• Learn It, Know It, Teach It

• One Team, One Goal

• Positive Attitude Required

• Safety First, Safety Always

THE OPPORTUNITY

We are looking for a Vice President of Human Resources to serve as Enterprise Electrical’s chief people experience officer—the executive champion for our workforce, our culture, and our employer brand. This is not a compliance-and-administration role. It is a culture-building, talent-strategy, and organizational-scaling mandate.

The person who accepts this position will inherit three established and capable Directors—Talent Acquisition, Human Resources, and Training & Education—each of whom owns the tactical execution within their respective domain. This role does not replace that ownership. It elevates it. The VP will provide strategic direction, executive alignment, cross-functional coordination, and the leadership development support that allows each Director to operate at their highest level while ensuring the overall people function moves in lockstep with the company’s growth trajectory.

Reporting directly to the President and serving as a member of the Senior Leadership Group, this executive will hold a seat at the leadership table and carry direct influence over organizational design, compensation strategy, workforce planning, and the employee experience across 600+ employees in multiple Texas markets—with that footprint expanding rapidly.

REPORTING STRUCTURE

The VP of Human Resources reports directly to the President and leads three Director-level direct reports. Each Director retains full tactical ownership of their function. The VP sets strategic direction, ensures alignment across all three pillars, removes obstacles, and represents the people function at the executive level.

VP of Human Resources

Strategic Direction | Executive Alignment | Cross-Functional Leadership

Director of Talent Acquisition

Tactical ownership of recruiting, sourcing, and hiring execution

Director of Human Resources

Tactical ownership of HR operations, compliance, benefits, and employee relations

Director of Training & Education

Tactical ownership of training programs, professional development, and field education

KEY RESPONSIBILITIES

Important note: The responsibilities below describe the VP’s strategic and executive-level accountabilities. Day-to-day tactical execution within Talent Acquisition, Human Resources, and Training & Education remains with each respective Director. The VP’s role is to set direction, ensure alignment with business strategy, develop each Director as a leader, and represent the people function to the Senior Leadership Group and the President.

Culture, Engagement, and Employee Experience

• Serve as the executive steward of Enterprise’s core values and core purpose, embedding “Building Relationships to Enrich Lives” into every people process, communication, and leadership behavior across the organization.

• Set the strategic vision for the employee experience end-to-end—from employer brand and first impression through onboarding, daily engagement, career development, and alumni relationships—ensuring Enterprise is recognized as an employer of choice in the electrical construction industry.

• Define company-wide engagement strategies and partner with each Director to ensure those strategies are executed consistently across field, project management, and corporate teams.

• Build internal communication systems and rhythms that keep a geographically distributed workforce connected, informed, and aligned with company direction.

• Champion diversity, inclusion, and belonging initiatives that strengthen team performance and reflect the communities we serve.

Talent Acquisition and Workforce Strategy

• Set the strategic direction for talent acquisition in partnership with the Director of Talent Acquisition, ensuring recruiting strategy, employer brand positioning, and pipeline development are aligned with Enterprise’s growth roadmap to $1B+.

• Develop the workforce planning framework that connects headcount forecasting, skill development, and pipeline building to the company’s division-level growth plans across semiconductor, mission-critical, manufacturing, and commercial verticals.

• Provide executive-level support on critical and senior-level hires, including direct engagement with candidates for leadership and executive positions.

• Represent Enterprise’s employer brand at the executive level—industry events, GC partnerships, and strategic relationships—while the Director of Talent Acquisition manages day-to-day recruiting operations, sourcing, and hiring execution.

• Ensure the talent acquisition function has the resources, tools, and strategic clarity needed to recruit at the pace and quality the business demands.

Leadership Development and Training

• Set the strategic vision for leadership development and training in partnership with the Director of Training & Education, ensuring programs are aligned with Enterprise’s growth trajectory and leadership pipeline needs.

• Partner with the President and Senior Leadership Group to identify, develop, and retain high-potential leaders across the organization.

• Provide executive sponsorship for Enterprise’s leadership development programs, including structured career pathing, mentorship frameworks, and competency-based advancement for both field leadership and project management tracks.

• Build succession planning processes for critical roles across the company, ensuring continuity and bench strength as the organization scales.

• Ensure training and education investments are producing measurable returns in technical competence, safety performance, and leadership readiness—while the Director of Training & Education retains ownership of curriculum design, program delivery, and day-to-day execution.

HR Operations, Compliance, and Infrastructure

• Provide strategic oversight of all core HR functions—employee relations, benefits administration, compensation, compliance, HRIS, and HR operations—in partnership with the Director of Human Resources, who retains tactical ownership of daily operations and execution.

• Set the strategic direction for compensation structures, salary bands, and incentive programs that attract top talent while maintaining internal equity and financial discipline.

• Ensure full compliance with federal, state, and local employment laws across all operating states, with particular attention to multi-state complexity as Enterprise expands geographically.

• Drive benefits strategy at the executive level, ensuring Enterprise’s offerings are competitive, cost-effective, and aligned with workforce needs.

• Champion the development of HR analytics and reporting capabilities that provide the Senior Leadership Group with data-driven insights on workforce health, retention risk, hiring velocity, and engagement trends.

• Ensure HRIS platforms are optimized to support scalable processes, clean data, and real-time visibility into people metrics.

Organizational Design and Change Management

• Partner with the President and Senior Leadership Group on organizational design decisions, including reporting structures, role definitions, and career ladders aligned to growth scenarios.

• Lead change management initiatives tied to rapid growth, new market entry, acquisitions, or organizational restructuring.

• Set the framework for HR policies, procedures, and best practices that ensure consistency, fairness, and scalability across all locations and divisions—with implementation managed by the Director of Human Resources.

• Oversee performance management strategy, including goal-setting philosophy, review cadences, and accountability frameworks that drive results without bureaucracy.

Director Development and Team Leadership

• Invest in the professional growth and leadership development of each Director, providing coaching, mentorship, and executive exposure that prepares them for increasing responsibility as the company scales.

• Establish clear expectations, performance standards, and communication rhythms with each direct report to ensure alignment, accountability, and mutual trust.

• Create the conditions for each Director to operate with autonomy and confidence within their domain while maintaining strategic coherence across the entire people function.

• Facilitate cross-functional collaboration among the three Directors, ensuring that talent acquisition, HR operations, and training efforts are coordinated and mutually reinforcing.

WHAT WE’RE LOOKING FOR

Required Qualifications

• 10 to 15+ years of progressive HR leadership experience, with at least 5 years operating at a senior leadership or VP level.

• Demonstrated experience scaling HR infrastructure in a high-growth environment, ideally from $50M–$100M through $200M+ in revenue.

• Proven ability to lead through Directors and managers—setting strategic direction and developing leaders rather than centralizing tactical execution.

• Experience leading HR in a multi-state, multi-site environment with a distributed workforce including both field and office-based employees.

• Deep knowledge of employment law, compliance, benefits, and compensation strategy across multiple jurisdictions.

• Proven ability to drive culture, engagement, and retention outcomes—not just administer HR processes.

• Strong executive presence with the ability to influence at every level, from the Senior Leadership Group to the job site.

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.

Strongly Preferred

• Prior experience in construction, electrical contracting, mechanical/electrical/plumbing, or similar trade-based industries.

• SHRM-SCP, SPHR, or equivalent senior HR certification.

• Master’s degree in HR, Organizational Development, Business Administration, or a related discipline.

• Experience building or overhauling a talent acquisition function to support rapid scaling.

• Familiarity with leadership development program design, competency frameworks, and career pathing systems.

• Track record of building employer brand and employee value proposition in a competitive talent market.

COMPENSATION OVERVIEW

Base Salary

$200,000–$250,000 (DOE)

Annual Bonus

20–30% of base (at target)

Total Year 1 Cash (at target)

$240,000–$325,000

Vehicle Allowance

$1,000 / month

401(k) Match

Competitive match

Benefits

Full medical, dental, vision

WHY ENTERPRISE ELECTRICAL

Enterprise is at an inflection point. We have built a project delivery reputation that rivals firms twice our size, a financial infrastructure that supports aggressive growth, and a leadership team that is genuinely invested in doing this the right way. What we need is a people leader who can match the pace of the business with the depth of the culture.

This role offers direct partnership with a President who believes that people strategy is business strategy, a seat at the Senior Leadership Group table for every major organizational decision, and the opportunity to shape how a high-growth electrical contractor treats, develops, and retains its most important asset—its people. You will inherit a team of capable Directors who are ready to be led, not managed, and your success will be measured by their growth as much as the company’s.

If you want to build a world-class people function inside a company that is scaling fast, values relationships above all else, and believes culture is not a department but a competitive weapon, this is the opportunity.