VP People & Culture Services

MasTec Inc•Fargo, ND

1d•Onsite

About The Position

This position will provide leadership to multi-disciplined, matrixed services teams who create, manage, and deliver high-quality and timely work products that standardize and strengthen People & Culture practices across the segment. Key areas of focus will include direct business partnership for CE&I services teams and Service executives, supporting organizational design, staffing, and change management related to organizational improvements and integration of acquisitions, and providing innovative solutions and continuous improvement impacting Total Rewards, Communications & Creative Services, and Learning & Leadership Development. This position requires a relentless service mindset, the ability to build high trust in matrixed relationships, drive exceptional collaboration, and deliver and report on measurable business outcomes.

Requirements

Bachelor’s degree in human resource development, organizational development, education, business, or related field; advanced degree and/or relevant certifications (ie, CCP, PHR/SPHR) preferred
12+ years progressive HR leadership; significant experience leading multi-COE/service teams in complex, multi-site environments (industrial, construction, energy, infrastructure, manufacturing, or similarly operational businesses preferred)
A minimum of 7+ years managing people leaders with direct reports at Manager/Senior manager and above
Demonstrated ownership of Total Rewards and executive compensation support (in partnership with Finance/Legal)
Experience with public company governance and controls preferred
Proven track record leading talent/performance systems, change programs, and leadership development at scale
Champions a culture of safety and accountability, personally advancing the Company’s Zero Injury principles across all People & Culture practices.
Demonstrates enterprise leadership and executive presence, with the ability to influence senior leaders, build trust, and navigate complex, sensitive issues.
Serves as a strategic business partner to the CPO and executive team, aligning P&C strategies with business priorities and growth objectives.
Exhibits strong business and financial acumen, applying organizational and workforce insights to drive performance and operational results.
Communicates with clarity and impact at all levels, including executive writing, presentations, and facilitation.
Leads effectively in a matrixed environment, influencing without authority and fostering cross-functional collaboration.
Displays high learning agility and adaptability, balancing strategic priorities while managing competing demands and deadlines.
Data-fluent leader with the ability to translate HR analytics, HRIS, and business intelligence into actionable insights and decisions.
Oversees the design and delivery of scalable learning, training, and change initiatives; synthesizes complex content into practical tools.
Partners closely with the CPO and executive leadership to translate strategy into clear, compelling narratives that drive engagement, change adoption, and organizational alignment.
Oversees the development of high-impact creative and communication strategies that elevate employer brand, executive presence, and employee experience across all channels.
Leads and develops high-performing, multidisciplinary teams (marketing, creative, communications), setting clear vision, standards, and accountability while fostering innovation and collaboration.
Leverages data, insights, and stakeholder feedback to continuously refine messaging, campaigns, and creative approaches, ensuring relevance, consistency, and measurable impact.
Builds strong relationships across diverse functions, geographies, and employee populations, enabling alignment and engagement.
Operates with independence, sound judgment, and discretion, maintaining the highest standards of confidentiality and professionalism.
Service-first leader: designs reliable services and holds teams to measurable standards
Extremely collaborative: builds trust across functions; “one team” mindset
Adaptable and resilient: thrives amid ambiguity, change, and competing priorities
Strategic + hands-on: sets direction and dives in when needed
Systems thinker: connects rewards, talent, performance, learning, and comms into one cohesive people system

Nice To Haves

advanced degree and/or relevant certifications (ie, CCP, PHR/SPHR) preferred
Experience with public company governance and controls preferred

Responsibilities

Collaborates with People and Culture Operational Group Leaders to develop P&C plans and policies that support the performance goals of each Operating Group.
Leads the effort to launch and implement P&C core processes, using data and analytics, including standardized tools, approach, timelines, and training for P&C and executive leaders across the Segment. Examples include but are not limited to:
Annual Talent Management and Succession process
Performance Management and Development Planning process
Total Rewards processes (base pay, incentives, market studies, compensation banding, job banding)
Employee Engagement Surveys (Bi-Annual, pulse surveys), and related action planning and tracking
Appreciation and Recognition Tools and processes
Empower and internal communication utilization and standardization
Workforce Development and Leadership development programs, systems, impact and adoption Lead projects and initiatives to improve organizational design, support change management, and ensure employee engagement.
Leads organizational acquisition onboarding, particularly with respect to core processes and coordination of communication with Services teams
Analyze the effectiveness of P&C operations and policies through metrics and KPIs and implements improvement strategies.
Plans, develops, and executes projects to improve or expand People & Culture initiatives and programs including tracking and reporting on status, risks, issues, and dependencies.
Proactively builds strong stakeholder relationships, managing communication and project deliverables, schedules, plans, tasks, and assignments to deliver well-executed solutions that exceed internal customer expectations.
Demonstrates expertise in external trends, development innovations, or activities that could impact talent, organizational capabilities, and leadership development.
Consults with business leaders to develop individual group talent plans that align with their business, maximize talent capabilities, and identify and mitigate talent risks.
Facilitate discussions with leadership across the segment to gather feedback on service levels and act based on the insights received to drive improvements.
Lead conversations with People and Culture service leaders regarding annual budgets and expenditures, ensuring financial stewardship and alignment with company goals to optimize resource allocation.
Champion a culture of collaboration and teamwork within the People and Culture shared services group to optimize communication, streamline processes, and drive ongoing enhancements in service delivery across the organization.
Travel requirement – 20%, or as needed based on business demands.
This position must report to work in an office, in either Fargo, ND or Indianapolis, IN

Benefits

Financial Wellbeing
Competitive pay with ongoing performance review and merit increase
401(k) with company match & Employee Stock Purchase Plan (ESPP)
Flexible spending account (Healthcare & Dependent care)
Health & Wellness
Medical, Dental, and Vision insurance (plan choice) - coverage for spouse, domestic partner, and children
Diabetes Management, Telehealth Coverage, Prescription Drug Plan, Pet Insurance, Weight Management Drug Discount
Discounted National Gym Membership Network
Family & Lifestyle
Paid Time Off, Paid Holidays, Bereavement Leave
Military Leave, including Differential Pay and Benefits Continuation
Employee Assistance Program
Planning for the Unexpected
Short and long-term disability, life insurance, and accidental death & dismemberment
Voluntary life insurance, accident, critical illness, and hospital indemnity coverage
Emergency Travel Assistance Program
Group legal plan