The Vice President of Human Resources leads the HR function for First Onsite's U.S. operations - approximately 1,500 employees across 40 offices nationwide. This role is responsible for the continued strengthening and refinement of HR strategy, policies, and programs - ensuring they serve the evolving needs of the business while making it simpler and more intuitive for employees to engage with HR at every stage of their career.

This is not a greenfield build. First Onsite has an established HR infrastructure supported by four functional directors covering Total Rewards, Talent Management, HRIS, and HR Operations. The VP of HR leads through this team - setting direction, maintaining accountability, and ensuring the function operates with consistency and discipline across all U.S. locations. The right candidate will bring the judgment to know what to preserve, the skill to improve what needs improving, and the restraint to avoid change for change's sake.

This role reports to the Chief Administrative Officer and serves as a key advisor on workforce matters to the broader senior leadership team. Canada maintains a separate HR function; however, partnership and coordination with the Canadian HR team on company-wide initiatives and shared standards is expected.

The Workforce You'll Support

Leading HR at First Onsite means understanding a workforce unlike most corporate environments. Our field teams work on active job sites that can be physically demanding, dirty, and full of damaged property - conditions that require resilience, adaptability, and strong on-site problem-solving skills. Work volume is driven in part by weather and seasonal patterns, but everyday events like fires and pipe breaks keep our branches busy year-round.

During area-wide catastrophic events, the organization surges - adding resources rapidly to meet demand across affected regions. That means HR must be prepared to support accelerated hiring, deployment logistics, and the unique needs of employees working extended assignments in challenging conditions, sometimes for weeks at a time.

The right HR leader will appreciate this environment rather than be intimidated by it and will build HR practices that are practical and responsive enough to serve people doing this kind of work.

Strategic HR Leadership

• Serve as the senior HR leader for a 1,500-employee, 40-location U.S. organization, ensuring HR strategy aligns with business objectives and supports measured, responsible growth
• Translate business priorities into practical, well-sequenced HR plans that deliver demonstrable value without overbuilding or creating unnecessary organizational complexity
• Advise the CAO, CEO, and executive team on workforce planning, organizational design, and change management - providing clear, evidence-based recommendations
• Identify and track key performance indicators for the HR function; use people analytics to inform decisions and demonstrate outcomes rather than activity
• Coordinate with First Onsite's Canadian HR function as needed to ensure alignment on company-wide programs, policies, and standards
• Maintain awareness of industry trends and HR best practices, applying them selectively where they genuinely fit First Onsite's culture and operating model
  
  

Employee Experience & HR Service Delivery

• Champion continuous improvement of HR processes and touchpoints, with a focus on reducing friction and making it easier for employees - especially those in field operations
• to access HR support, information, and resources
• Foster a culture of transparency and responsiveness within the HR function, setting the standard for how HR engages with the broader organization
  
  

Talent Acquisition & Workforce Readiness

• Elevate recruiting as a strategic priority, ensuring First Onsite can attract and retain skilled trades professionals, project managers, and operational leaders in a competitive labor market
• Oversee workforce readiness strategies that account for the unique demands of disaster response - including surge staffing, rapid mobilization, and the ability to scale teams in response to catastrophic events
  
  

Total Rewards & Compliance

• Oversee compensation, benefits and 401(k) programs, continually assessing competitiveness against relevant markets while maintaining fiscal discipline
• Ensure full compliance with federal, state, and local employment laws, labor standards, and regulatory requirements across all U.S. jurisdictions
  
  

HR Technology & Operational Efficiency

• Provide strategic direction for HRIS and HR technology, including the assessment, planning, and eventual execution of a platform modernization initiative over a multi-year horizon
• Approach technology investments with a clear-eyed view of total cost of ownership, implementation complexity, and realistic timelines for a distributed organization
  
  

Post-Acquisition Harmonization

• Support the ongoing harmonization of HR policies, benefits structures, and cultural norms across previously acquired organizations, ensuring employees across legacy entities have consistent and equitable experience
• Serve as a resource for future acquisition integration planning should growth through M&A continue
  
  

Team Leadership

• Conduct thoughtful performance management, identify retention risks, and ensure the HR team itself models the professionalism and service orientation expected across the organization
• Build bench strength and cross-functional capability within the HR team without overstaffing or creating unnecessary layers
  
  

Job Complexity

• Ensure HR policies and programs are clearly communicated, consistently applied, and practical for a workforce that operates in high-urgency, variable environments across multiple states
• Ensure talent acquisition practices are consistent across all U.S. markets and reflect the company's commitment to quality and cultural alignment
• Manage HR-related risk thoughtfully, including employee relations matters, investigations, and policy interpretation across a multi-state footprint
• Drive process efficiency across all HR operations, with an emphasis on standardization, automation of routine tasks, and elimination of unnecessary manual work
• Lead and develop a team of four directors, providing coaching, clear expectations, and accountability while trusting them to run their functional areas
• Travel up to 40%
• Domestic & International travel, up to 25% (Primarily Domestic)
• Valid passport
• US leader role
  
  

People Management

• Manages the activities of subordinates
• Focuses on hiring for current and future positions.
• Responsible for coaching, feedback and development plans including departmental cross-training
• Responsible for performance/pay reviews and identifying key performers and underperformers
• Identifies retention risks
  
  

Why This Role

• First Onsite is looking for someone who wants to do meaningful work at a company that's growing and evolving - not someone chasing a title. This is a role with real ownership, clear impact, and the autonomy to run a well-resourced HR function for a business that genuinely values its people. Within the first two years, the right leader will have modernized how employees experience HR, built a high-performing function measured by meaningful KPIs, and successfully scoped and launched a multi-year HRIS initiative. Those are tangible, career-defining accomplishments - not busywork. The long-term trajectory is straightforward: demonstrate impact, earn trust, and the opportunity grows as the business grows. First Onsite rewards leaders who deliver results and invest in the organization for the long haul.
  
  

The Right Candidate - This role calls for a seasoned HR leader who takes pride in running a

highly effective function - not in building an empire. The ideal candidate is someone who:

• Leads with transparency and operational discipline, communicating in a clear, professional, and consistently excellent manner - both up to the executive team and out to the broader organization
• Exercises strong judgment about where to invest and where to hold, understanding that responsible stewardship of company resources is a core leadership competency, not a constraint
• Is energized by improving existing systems and teams rather than tearing them down and rebuilding in their own image
• Thrives in a collaborative structure, working effectively within a portfolio model under the CAO rather than operating as a standalone executive
• Has the self-awareness and intellectual honesty to distinguish between initiatives that serve the business and initiatives that serve their own agenda
• Brings a service-oriented mindset - viewing HRs role as making the company and its people more successful, not as a platform for personal career advancement
• Understands that being a steward of company culture means embodying First Onsite's core values - including the ability to maintain high standards and operational rigor while fostering an environment where people genuinely enjoy the work and each other
  
  

Technical Qualifications

• Advanced written and verbal communication skills
• High-level business acumen with the ability to connect HR strategy to financial and operational outcomes
• Advanced analytical capability and comfort with people data and workforce metrics
• A bias toward simplicity, clarity, and practical solutions over theoretical frameworks and organizational complexity
• Thorough knowledge of federal, state, and local employment law and regulatory compliance across multiple U.S. jurisdictions
  
  

Behavioral Qualifications

• Advanced interpersonal skills with the ability to engage effectively at all levels of the organization, including remote and field-based employees
• Sound conflict-resolution and employee relations skills
  
  

Experience

• 15 or more years of progressive Human Resources leadership experience
• 10 or more years of experience managing people and teams
• 5 or more years of experience serving as a strategic HR partner to the senior executive leadership (C-suite or equivalent)
• Experience leading HR for a large, multi-site, geographically distributed workforce - ideally in field services, construction, restoration, facilities management, or a similarly operationally intensive industry
• Experience leading or contributing meaningfully to HRIS platform evaluation, selection, or implementation
• Experience operating in organizations shaped by M&A activity, with practical knowledge of post acquisition HR integration and policy harmonization
• Experience mentoring and developing a team of directors or senior manager
  
  

Education

• Bachelor's degree required
• Master's degree in Human Resources Management, Organizational Development or related field, preferred
• Advanced HRCI and/or SHRM certification, preferred
  
  

Salary: $200000 - $225000 per year

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