VP, People Ops Shared Services

VP, People Ops Shared Services

Apex Service Partners  —  People Operations

Who We Are

Founded in 2019, Apex Service Partners is the nationwide leader in residential home services — HVAC, plumbing, and electrical — operating in 40+ states with 150+ locations, 12,000+ team members, and $3B+ in annual revenue. We’ve closed 300+ acquisitions and we’re just getting started.

At Apex, People Operations isn’t a support function — it’s a strategic differentiator. You can’t outsource a technician. Our mission is to be the best employer in the trades, and the infrastructure we build in People Ops makes that possible at scale.

The Opportunity

We’re hiring a VP of People Ops Shared Services to build and run the centralized HR engine that powers 150+ locations across the country. This role exists for one reason: to absorb the technical complexity of HR — payroll, benefits, compliance, HRIS, compensation, labor, and M&A integration — so that field HR and operational leaders can stay focused on what matters most locally: talent, culture, and performance.

You’ll build scalable systems and playbooks that ensure consistent, compliant, high-quality HR execution across every market we operate in — today and as we continue to grow aggressively through acquisition and organic expansion.

This is a hands-on, high-ownership role reporting directly to the Chief People Officer. The right person is excited by scale, energized by complexity, and has a proven track record of building shared services that field teams actually love to use.

What You’ll Own

Shared Services Infrastructure

• Lead centralized delivery of Payroll, Benefits Administration, Compensation & Total Rewards, HRIS/HR Technology, Labor & Employment Law, and M&A HR Integration
• Build and maintain scalable SOPs and playbooks that create “one way, every day” execution across 150+ locations
• Reduce variance in HR operations without removing local accountability — your job is to make field HR’s job easier, not bigger

Process Standardization & Systems

• Audit current-state HR workflows and identify what should be absorbed centrally vs. owned locally; execute the transition with minimal disruption
• Drive measurable improvement in HRIS data integrity, payroll accuracy, benefits enrollment, and time-to-process across all functions
• Partner with Tech Services on a multi-year HR technology roadmap; evaluate vendors, consolidate platforms, and optimize the HR stack

M&A HR Integration

• Own the HR integration playbook for acquired companies — target full Shared Services onboarding within 5 business days of close
• Ensure new partner companies are integrated into benefits, payroll, HRIS, and compliance programs quickly and cleanly, minimizing burden on Regional teams

Compliance & Risk Management

• Lead multi-state labor law and compliance strategy; build proactive monitoring systems in partnership with Legal
• Assess employment legal exposure and develop systems to mitigate risk before it becomes liability

Team Leadership

• Build and develop a lean, high-performing Shared Services team with a genuine service culture
• Provide clear scorecards, coaching, and IDPs for direct reports; develop internal talent for future opportunities
• Be a trusted partner to field HR leaders and operational executives — solving real problems fast

Your First 90 Days

• Conduct a full audit of all Shared Services functions (Payroll, Benefits, HRIS, Comp, Labor, M&A integration): document current state, gaps, redundancies, and quick wins
• Visit markets weekly; meet every regional People Ops leader and key field operators to understand pain points and build trust
• Map HR workflows currently handled locally that belong centrally; deliver a prioritized transition roadmap to the CPO by Day 90
• Assess all vendor relationships (payroll, benefits, HRIS) for savings, consolidation opportunities, and risk

Who You Are

Must-Haves

• 10+ years of progressive HR experience with deep, hands-on expertise across at least 4 of: Payroll, Benefits, HRIS, Compensation, Labor/Employment Law, M&A HR Integration
• Proven track record building or scaling HR shared services in a multi-site, decentralized environment (100+ locations or equivalent)
• Experience integrating acquired companies into HR systems and programs at speed — M&A is in your DNA
• Strong working knowledge of multi-state labor law, compliance, and employment risk
• Fluency in HRIS platforms (Workday, UKG, ADP, or similar); comfortable owning the HR tech roadmap
• Data-driven: you set KPIs, build dashboards, and manage to metrics — not instinct
• Scrappy and resourceful: you build efficiently, don’t over-engineer, and get things done

Nice-to-Haves

• Prior experience in home services, trades, or other high-volume, blue-collar industries
• Experience in a PE-backed or rapidly acquiring company
• Prior P&L exposure or operational business partnership at the regional or divisional level

What We Offer

• Compensation: Competitive base salary, annual bonus, and equity participation in one of the fastest-growing companies in the trades
• Benefits: Medical, dental, vision, ancillary insurances, competitive PTO, sick days, holidays, and 401(k) with matching
• Location: Tampa, FL or Dallas/Fort Worth, TX (preferred). Hybrid flexibility after onboarding.
• Travel: Heavier in the first 6 months (~50–60%) to build market relationships; normalized to every 2–3 weeks thereafter
• Growth: Real equity upside in an industry leader with less than 2% market share and $3.4B in recent equity investment — the runway here is significant

We’re the largest company in our industry and we’re still just getting started. We believe blue collar work is noble, technicians deserve to be recognized and rewarded like the professionals they are, and HR done right is one of the biggest competitive advantages in this business. If you want to build something that matters — at real scale, with real impact — this is the role.