VP Strategic Operations & Transformation

Accountabilities: • Operations Strategy & Workforce Optimization: Develop enterprise frameworks for evaluating operational performance across markets, branches, and service lines, including workforce models that connect demand, service mix, seasonality, capacity, staffing, productivity, utilization, scheduling, and labor costs.

• Workforce & Capacity Modeling: Develop analytical approaches for workforce planning, crew design, routing strategy, scheduling optimization, labor productivity, technician utilization, and service-delivery economics, while supporting seasonal capacity planning across varying markets and service lines.

• Operational & Financial Analysis: Analyze operational and financial performance to identify opportunities for profitable growth and efficiency, connecting metrics such as revenue per hour, job costing, labor productivity, utilization, capacity, and margin to underlying operational drivers.

• Business Cases & Scenario Planning: Build analytical models, scenario analyses, ROI assessments, and financially grounded business cases to guide decisions on staffing, capacity, investments, process changes, labor strategies, and transformation initiatives.

• Continuous Improvement: Build and embed an enterprise continuous-improvement culture using structured problem-solving, root-cause analysis, Lean principles, Daily Management, Leader Standard Work, and Monthly and Quarterly Operating Reviews.

• Transformation Leadership: Lead high-impact, cross-functional initiatives from problem identification and analysis through business-case development, pilot design, implementation, measurement, and sustained adoption.

• Operating Standards: Develop and evolve standard work and scalable best practices while balancing enterprise consistency with legitimate differences in market conditions, service mix, seasonality, geography, and local operations.

• Strategic Initiatives: Lead initiatives involving shared services, specialization or centralization, cost reduction, productivity improvement, operating-model changes, digital transformation, and integration or standardization associated with organizational growth and acquisitions.

• Change Management: Build compelling, data-backed cases for change and lead rollout strategies, communications, training, measurement, and direct resolution of resistance to ensure initiatives are practical, adopted, and sustainable.

• Performance Management & Reporting: Define enterprise KPIs, leadership scorecards, dashboards, reporting frameworks, and initiative governance that clearly communicate what is happening, why it is happening, its financial impact, and what action should follow.

• Operational Metrics: Establish and evolve performance measures including labor productivity, revenue per hour, crew and capacity utilization, route density, travel time, gross margin, scheduling efficiency, overtime and labor-cost efficiency, service-line attachment rate, customer retention, forecast accuracy, and initiative ROI.

• Digital Operating Model: Partner with IT and Data & Analytics to improve routing, scheduling, forecasting, mobile execution tools, AI-enabled workforce optimization, and operational analytics.

• Cross-Functional Leadership: Serve as a strategic partner to executive leadership while collaborating across Operations, Finance, HR, Sales, Marketing, IT, and Data & Analytics to drive enterprise improvement.

• Field Engagement: Build credibility with field leaders by combining rigorous analysis with practical operational judgment, ensuring solutions work in real-world environments and can be scaled effectively.

• Team Leadership: Lead and develop team members supporting continuous improvement and operational initiatives while influencing effectively across a decentralized organization where alignment is achieved primarily through collaboration rather than direct authority.

• Results & Accountability: Establish clear baselines, targets, owners, timelines, and post-implementation reviews for major initiatives, ensuring measurable improvements in productivity, revenue, margin, cost, execution speed, adoption, and ROI.

Requirements

• Professional Experience: 10+ years of progressive experience in operations strategy, workforce or labor analytics, operational excellence, continuous improvement, strategic finance, business transformation, or a related discipline.

• Analytical Expertise: Demonstrated experience developing analytical models, frameworks, and performance methodologies used to improve operational results.

• Workforce Economics: Experience with labor productivity, workforce planning, capacity planning, staffing, utilization, forecasting, scheduling optimization, or related workforce economics.

• Financial Acumen: Strong financial understanding, including experience developing business cases, scenario analyses, ROI assessments, and financially grounded recommendations.

• Operational Analysis: Proven ability to analyze complex operational and financial data, identify root causes and performance opportunities, and translate findings into practical business recommendations.

• Transformation Leadership: Track record of leading large-scale, cross-functional initiatives from initial concept and analysis through implementation, measurement, and sustained adoption.

• Operating Environment: Experience working within a large, distributed, multi-location, labor-intensive, or decentralized organization.

• Executive Communication: Ability to communicate complex analysis clearly to executive leadership and influence decisions across diverse stakeholders and decentralized teams.

• Education: Bachelor’s degree required.

• Preferred Industry Experience: Background in distributed field-service, route-based, retail, healthcare services, logistics, hospitality, facilities services, home services, or another labor-intensive operating environment is preferred.

• Growth Environment: Experience in a private equity-backed, acquisitive, or high-growth organization is advantageous.

• Continuous Improvement: Familiarity with Lean, Six Sigma, or comparable continuous-improvement methodologies is preferred.

• Data & BI: Experience with business intelligence, visualization, and analytical tools used to assess operational performance is valued.

• Workforce Modeling: Experience developing or implementing enterprise labor or workforce models is a plus.

• Advanced Education: MBA or another relevant advanced degree is preferred.

• Leadership Profile: Naturally analytical and curious, with a hands-on approach to data, models, and operational details; financially grounded, pragmatic, and comfortable building frameworks and processes where mature infrastructure may not yet exist.

• Communication & Influence: Strong executive communication skills with the ability to distill complex information into clear insights, recommendations, and decisions while building credibility with frontline operators and senior leadership.

• Change & Ownership: A strong change leader and builder who challenges the status quo, brings structure to ambiguity, creates organizational alignment, and maintains ownership from initial diagnosis through measurable results.

Benefits

• Salary: $200,000–$225,000 per year , with final compensation determined based on relevant experience, qualifications, and other applicable factors.

• Incentives: Eligibility for an annual bonus and equity .

• Work Arrangement: Remote position with ongoing travel.

• Travel: Approximately 25% ongoing travel , with heavier travel expected during ramp-up and initial training.

• Employment: Full-time, permanent, exempt position.

• Executive Exposure: Direct partnership with the COO and senior leaders across Operations, Finance, HR, IT, Data & Analytics, and other functions.

• Professional Growth: Opportunity to lead enterprise transformation, build scalable operating disciplines, and influence measurable improvements across a distributed organization.

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