AboutMARS Energy

MARS Energy is a high-growth, multi-company platform advancing the clean-energy transition through both organic scale and disciplined acquisitions. To date, we have completed five acquisitions, with another expected to close by the end of October, bringing our proforma employee base to roughly 500.

The platform is structured into two divisions, each led by its own CEO, and integrates development, interconnection, EPC delivery, and post-install services to provide best-in-class energy solutions for commercial clients, developers, and builders across multiple U.S. geographies.

Our growth strategy centers on uniting strong local operators under one operating system; standardizing workflows, elevating safety and quality, and deploying data-driven processes that improve customer outcomes. With a healthy pipeline, proven integration playbooks, and a culture of accountability, MARS Energy offers the opportunity to shape an expanding platform, lead high-performing teams, and scale meaningful climate infrastructure at speed.

About the Role

The Vice President of Human Resources leads people strategy and HR operations at the shared services level for MARS Energy Group. They will work together with the divisional CEOs to shape and execute HR strategy, while building a scalable HR model suited for a labor-intensive, construction-focused workforce. The VP of HR is responsible for modernizing systems, ensuring compliance, and embedding a strong culture of safety, accountability, and engagement. A critical focus is on attracting, onboarding, and retaining a large, distributed workforce, while developing programs that strengthen employee experience, reduce turnover, and position MARS as an employer of choice in the energy industry.

Key Responsibilities

• People Strategy & Workforce Planning - Develop and execute annual HR strategy aligned with growth, project labor forecasting, and organizational design. Ensure workforce planning meets project-based demand across multiple geographies.
• HR Operating Model - Build a dependable HR delivery model across recruiting, onboarding, benefits, employee relations, and compliance. Establish SLAs, ownership, and scalable processes.Employee Relations & Labor Law - Ensure proper classification of exempt vs. non-exempt roles; oversee wage & hour compliance, prevailing wage/Davis-Bacon obligations, and complex employee relations matters.
• Culture & Engagement - Champion a culture that connects office and jobsite employees, reinforces safety and accountability, and promotes inclusion. Lead measurable employee engagement and retention initiatives, including recognition programs, career pathing for hourly staff, and manager training that strengthens communication and coaching.
• Total Rewards - Oversee compensation structures, incentives, benefits, and benchmarking; ensure pay equity and competitive practices across states.
• Technology & Analytics - Select, implement, and optimize HRIS, ATS, and mobile timekeeping systems. Establish dashboards for headcount, retention, onboarding speed, safety incidents, and certification compliance.
• Performance & Development - Drive performance management, manager training, and leadership development programs; implement scalable coaching for project managers and supervisors.
• Safety & Compliance - Partner with the compliance and safety department to align on requirements and audit readiness.
• Subcontractor Oversight - Develop HR policies and compliance standards that extend to subcontractor and contingent labor forces. Oversee mileage and travel reimbursement policies, and partner with Operations and EHS to ensure subcontractors meet Mars' requirements on safety, training, wage compliance, and jobsite conduct.
• Budget & External Representation - Manage HR budget and resource allocation. Represent Mars at industry associations to advance employer brand and inform strategy.
• M&A Integration - Work closely with M&A on HR due diligence and Day-1 readiness, including policy alignment, benefit harmonization, workforce assimilation, and communications.

Qualifications & Skills

• 8-10 years of progressive HR leadership in construction, engineering, or other labor-intensive, field-based industries.
• Demonstrated success managing large populations of hourly/non-exempt employees as well as subcontractor workforces, including wage & hour compliance, meal/rest rules, and PEO transitions.
• Experience partnering with safety leadership; OSHA-30 (or higher) certification preferred; familiarity with prevailing wage, Davis-Bacon, OFCCP, SCA, and EEO requirements.
• Track record of implementing HRIS, ATS, and mobile workforce technologies; data-driven with strong analytical orientation
• Expertise in employee relations, investigations, multi-jurisdiction employment law, and claims mitigation.
• Strong knowledge of total rewards, compensation design, incentives, and benefits administration with a focus on pay equity.
• Skilled communicator with board-level reporting experience; able to partner across Operations, Finance, Legal, and Safety.
• History of driving and building inclusive cultures within dispersed, field-based teams.
• Proven ability to onboard and integrate hundreds of employees across multiple states.
• Bachelor's degree required; advanced degree and SPHR/SHRM-SCP strongly preferred.
• Ability to communicate effectively in both English and Spanish to support a diverse workforce.

Ways to Stand Out

• Extensive experience leading HR in a fast-growing company, with a proven ability to scale the workforce from 100 to 1000 employees through periods of rapid expansion.
• Experience working in robust M&A environments with full workforce transfers, including HR due diligence, integration planning, and onboarding of large employee groups.

Benefits

• 401(k)
• 401(k) matching
• Cell phone reimbursement
• Dental insurance
• Flex Friday- work from home on Friday!
• Health insurance
• Life insurance- paid for by company!
• Paid holidays
• Paid time off- accrual begins day 1!
• Sick time
• Vision insurance

Standard office setting.