Vice President, Human Resources

Location: Remote with travel to Operating Companies including Exton, PA, Paramus, NJ & Westchester, PA

 About Leo Facilities Maintenance

Leo Facilities Maintenance acquires and operates facilities maintenance service businesses across diverse markets. Historically, our companies have operated with a “reactive,” mom-and-pop mentality—providing reliable service but without the modern people systems, training infrastructure, or performance management required of a scaled, industry-leading organization. As we grow toward 2025 and beyond, we are committed to building a proactive, data-backed, employee-centric HR function that elevates our workforce, strengthens leadership, and positions Leo as the employer of choice in the facilities maintenance industry.

We aspire to be the best-performing, most customer-focused facilities maintenance company in the market—and this starts with our people. To fuel that vision, we are seeking a Vice President, Human Resources who will architect and lead a modern HR organization that integrates culture, performance, compliance, and people development across all acquired companies.

The Vice President, HR will build and oversee the Human Resources function across the entire Leo platform. This is a transformational leadership role for a strategic, hands-on HR executive who excels at modernizing legacy environments, building scalable systems, and shaping culture during periods of change. You will work closely with the executive team, field operations, and leaders of acquired businesses to create unified HR standards and programs—while strengthening employee engagement, operational consistency, and leadership capability.

This leader must balance vision with practical execution: designing world-class people systems while ensuring frontline teams adopt practices that match our service culture and operational realities.

• Develop and own Leo’s multi-year HR strategy, aligned with growth, operational excellence, and leadership priorities.
  
• Build a unified HR framework with scalable policies, processes, and systems that integrate seamlessly across new acquisitions.
  
• Lead workforce planning, talent development, and organizational design to support both organic growth and M&A integration.
  
• Serve as a strategic advisor to the CEO and executive team on culture, talent, leadership, and organization-wide people initiatives.
  
• Champion a modern people culture—data-driven, high-performance, accountable, and deeply people-centered.
  

• Build a high-impact talent acquisition function that reduces hiring timelines and increases talent quality across technical, field, and corporate roles.
  
• Develop standardized onboarding for acquired companies to accelerate new-hire readiness and cultural alignment.
  
• Establish leadership development programs and career pathways to build bench strength and support internal mobility.
  
• Partner with operations to elevate field workforce capabilities through training, skills development, and safety programs.
  

• Implement modern performance management frameworks, including goal-setting, reviews, competencies, and accountability systems.
  
• Build compensation structures that are competitive, clear, and aligned to business objectives.
  
• Oversee payroll, benefits, compliance, and HRIS modernization—streamlining processes and ensuring accuracy across business units.
  
• Develop data dashboards and reporting that give leaders visibility into turnover, retention, engagement, performance, and workforce health.
  

• Unite newly acquired companies under a cohesive, values-driven people culture while respecting local strengths.
  
• Lead employee engagement initiatives, including surveys, communication systems, recognition programs, and local culture-building efforts.
  
• Build a consistent and compliant employee relations framework, providing guidance on investigations, corrective actions, and workforce policies.
  
• Foster a workplace environment centered on safety, professionalism, reliability, and exceptional service.
  

• Lead HR due diligence, onboarding, and integration for newly acquired businesses.
  
• Build repeatable playbooks for culture alignment, workforce assessment, and systems integration.
  
• Guide leaders and employees through organizational changes with transparency, empathy, and effective communication.
  

• Build and lead a high-performing HR team capable of supporting a growing multi-location service organization.
  
• Manage relationships with HR technology providers, benefits brokers, recruiters, and training vendors.
  
• Establish clear systems for HR operations, compliance, performance measurement, and continuous improvement.
  

The VP, HR will own people-related KPIs, with targets set collaboratively with executive leadership. These may include:

• Reduction in time-to-hire and open role duration
  
• Increased hiring quality and reduced early turnover
  
• On-time completion of onboarding and training
  
• Reduction in reliance on staffing agencies or overtime
  

• Employee engagement score growth
  
• Improvement in leadership capability benchmarks
  
• Reduced turnover across business units
  
• Culture and values adoption across acquired organizations
  

• Compliance audit scores and risk reduction
  
• HR process cycle times (payroll, onboarding, evaluations)
  
• HRIS adoption and data accuracy
  
• Safety incident reduction and improved safety performance
  

• Completion rates for performance reviews
  
• Increased productivity metrics tied to workforce readiness
  
• Managerial effectiveness scores
  
• Leadership pipeline strength and internal promotions
  

• 10+ years of progressively responsible HR leadership experience, including multi-site or field-based operations.
  
• Experience modernizing HR in traditional or service-oriented businesses (facilities maintenance, construction, field services strongly preferred).
  
• Demonstrated success implementing scalable people systems, HRIS platforms, and performance frameworks.
  
• Strong expertise in talent acquisition, employee relations, organizational development, and compliance.
  
• Exceptional communication, leadership, and relationship-building skills.
  
• High comfort operating in an evolving, fast-scaling environment with complex integration needs.
  

You are the right fit if you:

• Are a builder who thrives in creating structure from fragmentation.
  
• Can take decentralized, legacy HR environments and turn them into unified systems.
  
• Enjoy working closely with leadership while driving practical improvements at the frontline level.
  
• Believe people excellence is directly tied to customer excellence.
  
• Are energized by culture building, talent development, and operational standardization.
  
• Want to modernize a traditionally reactive industry into a proactive, people-first leader.
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