Vice President, Human Resources

Position Summary

This is a dynamic opportunity to lead training and talent development in a critical, stable, but underserved industry. The right leader will be the “Dean” of the “schools”, making sure effective and efficient programs are launched, replicated, and administered around the country according to business budget and forecast. The VP will identify existing best practices and programs already in field training and seek to replicate those at scale to expedite success and impact. The leader will also develop/communicate/execute a strategy for Trade UP Academies (technician apprenticeship & ongoing training) and the Trade Up Management Series, while making sure Market Leader Cohort program is administered.

To be clear, training is critically important to our business strategy, as our industry has often been underdeveloped in this area; we must solve our own talent shortage through helping outstanding people build careers in the sometimes overlooked but fast-growing trades (technicians and managers to lead our companies). Significant emphasis will be on expanding and scaling technician development, as functional management programs can be better, but already exist.

Company Overview

Founded as a partnership of multiple leading businesses providing HVAC, plumbing and electrical services, in 2019. Many of our companies have been successful for decades; collectively, we already have over 7,000 teammates and are expanding very rapidly. While our market share is still single digits, we are likely the largest organization in “residential home services” and have a stunning (and recession resistant) growth potential.

This very fragmented industry is dominated by small and founder-owned businesses; our strategy is to execute significant organic growth initiatives and M&A – while building out best-in-class professional departments like Training and Development at the Partner Services (Corporate) level. The right candidate will have leadership impact and visibility across the organization and be part of active, strategic conversations with senior executives including our CPO, President, and CEO whose support is excellent.

Key Job Responsibilities

Reporting directly to the CPO and working closely senior executives, the leader will implement training and development strategies for primarily technicians, as well as managers and executives. Specific outcomes in the first 12 months are:

• TOBT – The One Big Thing: Create a Strategy and Rollout Plan for National Trade UP Technician Academies

o Research, assess, and profile the top apprenticeship training programs already in place

o Create an Apprenticeship Start Up Playbook (“Apprenticeship in a Box”) kit in first 120 days

o Partner with each region in developing a road map for each to "grow in house” 50% of all technicians

by 2026

o Create a community of all regional and market-level leaders of training schools

o Develop and manage an accreditation plan for national rollout

o Within a year, lead and support a network of decentralized training efforts that produces over 1,000

new technicians

· Evolve a Predictable Management Cadence for Trade UP Management Series Administration

o Refine, upgrade, plan and execute a management training program that will create up to 100

managers in year 1, and scale infinitely past that

o Target the “best MD programs” in corporate America and plan to be part of that group

• Assess Current Org and Spend; Create budget and Ideal Structure; make spend more efficient

o Aggregate spend among vendors; develop a plan (there is likely 7 figure savings opportunity)

o Research and make recommendations on, source and implement an LMS

o Develop recommendations on existing roles and the L&D org chart, nationwide.

Candidate Requirements

• Bachelor’s degree in business or related field

• 7-10 years of prior experience overseeing large training and development programs in a high growth

environment

• Deep Administration of Training & Development programs and Financial & Business Acumen

• Best in Class Project Management Ability

• Sincerely Persuasive but Collaborative

• Formidable Leadership Ability and Impact

• Metrics and Measures Driven

• The type of leader as comfortable riding with one of our wonderful technicians as he/she is in a strategic

planning session with our CEO.

Other Key Attributes

• Possesses Incredible integrity and ethics

• Work style - Interacts as a peer with CEOs, GMs, Managers

• Authentic. Genuine. Likable.

• High EQ & Situational Awareness

• “Gets” our service to blue collar trades professionals and our desire to elevate their lives

Location

The position will be based in Tampa, Florida, an area known for outstanding quality of life and cost of living; it would include occasional travel (estimated to be monthly) to other business locations and partner business sites. Alternatively, we will consider remote based leaders who are able to travel to Tampa and markets regularly (probably 25% travel, more front loaded to get acclimated to our leadership team)

Compensation

A competitive compensation package including salary and bonus will be offered.

Things Not Normally in a Job Overview…but that Make a Difference to Ideal Candidates

Our values define how we act…and truly believe them.

• Embrace a Growth Mindset. As a business and as individuals, we constantly, learn, stretch, challenge, and grow. We have limitless potential as people - and as an organization.

• Stay Scrappy, Have Fun. “You are not your job title.” We are hands-on people in a hands-on industry. We do what we need to, and have the work hard, have fun mentality.

• Improve through Collaboration. Whether working across functions, with clients, or our business partners, we get better with other points of view. We welcome ideas; we ask, “how else” & “why not?”

• Be Fact Based & Metric Driven. We tackle problems (not people) and we do so in a data-focused way. Balanced with our other values, this makes for more accurate decisions which are still based in character