Vice President Human Resources

Overview

Serve as a trusted HR advisor to Orkin’s executive and field leaders—shaping practical, measurable people strategies that strengthen leadership, elevate the teammate experience, and drive business outcomes.

Company Overview:

Orkin, a subsidiary of Rollins, Inc., is one of the most recognized and trusted names in pest control, with more than 125 years of experience serving residential and commercial customers across North America. As part of a global leader in pest control and related services, Orkin combines a strong service culture, operational discipline, technical expertise, safety focus, and commitment to teammate development. The organization’s large, field-based operating model requires HR leadership that is practical, business-focused, and closely connected to the needs of branch, region, division, and corporate teams.

Job Summary:

The Vice President, Human Resources for Orkin is a senior HR leader responsible for developing and executing the people strategy for a large, geographically dispersed field organization. This role partners closely with Orkin executive leadership, division leaders, and HR centers of excellence to align talent, culture, leadership capability, workforce planning, teammate experience, and organizational effectiveness with business priorities.

The VP, HR will serve as a trusted strategic advisor while also taking a hands-on, roll-up-your-sleeves approach to partnering with the HR team and business leaders to assess current practices, identify opportunities for improvement, and lead practical, measurable enhancements in areas such as compensation plan design, onboarding, teammate retention, succession planning, and talent acquisition.

This leader will play a critical role in reinforcing Orkin’s service-first, field-connected culture while helping build people programs that support growth, retention, leadership development, operational execution, and customer trust. This leader will help bring The Rollins Way—Essential Together, Be Remarkable, and Heroic Impact—to life across Orkin by strengthening a teammate experience rooted in collaboration, accountability, service excellence, and measurable business impact.

Location: Atlanta, GA — Rollins/Orkin Headquarters | Reports to: President, Orkin North America | Travel: Approximately 25–50%

Learn more about our teammate opportunities on our career page.

Are you ready to join the best in Pests?

Responsibilities

Key Responsibilities:

Strategic HR Leadership:

• Develop and lead the HR strategy for Orkin in alignment with business goals, growth priorities, operational needs, and teammate experience objectives.
• Serve as a strategic advisor to senior leaders on organizational design, leadership effectiveness, workforce planning, talent risk, teammate engagement, and culture.
• Translate enterprise HR priorities into practical, field-ready solutions that support leaders and teammates across a large, distributed operating model.
• Bring a roll-up-your-sleeves approach to HR leadership, working alongside the HR team to design, implement, and continuously improve people programs that directly support business performance and teammate experience for over 10,000 teammates.

Field HR Partnership and Division Support:

• Lead, coach, and develop HR leaders supporting Orkin’s 8 divisions, ensuring consistent execution of HR practices while allowing for business-specific flexibility.
• Partner with division and field operations leaders to identify people-related opportunities and risks, improve organizational effectiveness, and strengthen leadership capability.
• Ensure HR support is responsive, credible, and connected to the realities of branch, region, and division operations.

Talent, Leadership, and Workforce Planning:

• Partner with Talent Acquisition, Talent Management, Learning and Development, and business leaders to ensure Orkin has the leadership bench, frontline capability, and workforce plans needed to support growth and operational performance.
• Guide succession planning, leadership development, performance management, and retention strategies for critical field and functional roles.
• Use data, analytics, and business insights to identify talent trends, anticipate workforce needs, and recommend proactive people solutions.
• Partner with Talent Acquisition and business leaders to strengthen recruiting strategies, improve talent pipelines, and attract high-quality candidates into critical field, leadership, and functional roles.

Teammate Experience, Culture, and Engagement:

• Champion a teammate experience that reflects Orkin’s longstanding culture of service excellence, safety, technical expertise, operational discipline, accountability, teammate development, and customer trust.
• Partner with leaders to assess engagement, address feedback themes, and strengthen communication, trust, accountability, and inclusion across the organization.
• Lead improvements to onboarding, retention, and career pathing practices to help teammates succeed, stay engaged, and grow within the organization.

Employee Relations, Compliance, and Risk Management:

• Provide executive oversight for employee relations strategies and ensure fair, consistent, and timely resolution of complex teammate matters.
• Partner with Legal, Compliance, Safety, and HR centers of excellence to mitigate people-related risk and ensure alignment with applicable employment laws, policies, and company standards.
• Promote disciplined HR practices that balance teammate advocacy, operational needs, and enterprise risk management.

HR Operations and Enterprise Partnership:

• Partner with HR centers of excellence to deliver effective programs in compensation, benefits, talent acquisition, learning, performance, engagement, and HR systems.
• Collaborate with HR centers of excellence and business leaders on compensation plan redesign and other high-impact HR initiatives, ensuring solutions are practical, competitive, scalable, and aligned with field operations.
• Identify opportunities to improve HR service delivery, simplify processes, and strengthen consistency across divisions while supporting local business needs.
• Lead through influence across a matrixed HR environment, ensuring alignment between enterprise priorities and Orkin’s operating model.

Qualifications

Qualifications:

• Bachelor’s degree in Human Resources, Business, Organizational Development, or related field required; advanced degree or HR certification preferred.
• Minimum of 12 years of progressive HR leadership experience, including experience supporting large, multi-site, field-based, or operationally complex organizations.
• Demonstrated success partnering with senior executives and operational leaders to develop and execute people strategies that improve business performance.
• Experience leading HR teams, influencing in a matrixed environment, and driving consistency across geographically dispersed business units.
• Strong knowledge of employment practices, employee relations, talent acquisition, talent management, organizational design, workforce planning, and change leadership.

Key Competencies:

• Hands-On HR Execution: Operates as both a strategic leader and practical problem-solver, working alongside the HR team to assess needs, build solutions, and deliver measurable improvements in core people programs.
• Culture Stewardship: Reinforces Orkin’s service-oriented, field-first culture by modeling accountability, teammate advocacy, operational discipline, safety, and a commitment to earning customer trust.
• Executive Influence: Builds trusted relationships with senior leaders and influences decisions through business acumen, credibility, and sound judgment.
• Field Orientation: Understands the needs of a large, distributed workforce and creates HR solutions that are practical, scalable, and operationally relevant.
• Business Partnership: Connects people strategy to business outcomes, financial performance, customer experience, and operational execution.
• Talent Mindset: Anticipates workforce needs, strengthens leadership pipelines, and supports retention and development of high-performing teammates.
• Change Leadership: Leads through complexity, communicates clearly, and helps leaders and teammates navigate change effectively.
• Judgment and Integrity: Balances teammate advocacy, business needs, compliance, and risk with fairness, discretion, and professionalism.

Working Conditions:

• Role is typically office-based with regular travel to divisions, regions, branches, and company meetings as needed. Estimated 25-50% travel.
• Requires availability to support business-critical issues, leadership requests, and teammate matters across a geographically dispersed organization.
• Must be comfortable operating in a fast-paced, service-oriented environment with competing priorities and high visibility.

Equal Opportunity Employer:

Orkin is committed to providing equal employment opportunities to all teammates and applicants and fostering a workplace where all individuals are treated with respect and dignity.