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Vice President Change Management Jobs in Spring, TX

Stout Risius Ross, LLC

Vice President

Houston, TX

Seeking a Vice President/Sr. Vice President for our growing Accounting & Reporting Advisory ... Train, develop, and manage junior team members * Participate in business development and marketing ...

Alliance HCM

VP of Sales

Spring, TX · Remote

YOUR NEW ROLE AS OUR VP OF SALES When you join our HCM and payroll company as our VP of Sales, your ... Strong leadership and management skills * Ability to motivate and inspire a team * Excellent ...

RES

VP Transmission and Distribution

Houston, TX · On-site

Leads Project Management and Senior T&D Management meetings for internal project status ... finalizes change orders while protecting and growing the client relationship. * Attends work ...

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Vice President Change Management information

See Spring, TX salary details

$38.7K

$140.2K

$246.9K

How much do vice president change management jobs pay per year?

As of Aug 6, 2026, the average yearly pay for vice president change management in Spring, TX is $140,186.00, according to ZipRecruiter salary data. Most workers in this role earn between $102,300.00 and $169,100.00 per year, depending on experience, location, and employer.

What is a vice president change management?

A Vice President of Change Management is a senior leader responsible for overseeing and guiding organizational change initiatives. They develop strategies to manage transitions, improve processes, and ensure successful adoption of new systems, structures, or technologies. Their role involves working closely with executives, stakeholders, and employees to minimize resistance and maximize efficiency. By implementing best practices in change management, they help organizations adapt to evolving business needs and drive long-term success.

What are some common challenges faced by a vice president change management, and how are they typically addressed?

A Vice President of Change Management often encounters challenges such as employee resistance, misalignment among leadership, and managing simultaneous high-impact initiatives. To address these issues, they focus on developing clear communication plans, active stakeholder engagement, and offering targeted training or support to teams throughout the change process. Collaborating closely with HR, IT, operations, and business unit leaders also helps ensure alignment and consistency. Successfully navigating these challenges requires flexibility, strong leadership, and a deep understanding of the organization's culture.

What are the key skills and qualifications needed to thrive in the vice president change management position, and why are they important?

To thrive as a Vice President Change Management, you need a deep expertise in organizational change strategies, leadership, project management, and a proven track record in large-scale transformation, generally supported by a relevant bachelor’s or master’s degree. Familiarity with change management methodologies (such as Prosci or ADKAR), and proficiency in tools like Microsoft Project, Smartsheet, or other project and change tracking systems, are valuable assets. Exceptional communication, stakeholder engagement, and conflict resolution skills are vital to inspire teams and manage resistance effectively. These skills are critical for ensuring successful and lasting change while minimizing disruption and promoting alignment across the organization.

What are the most commonly searched types of Change Management jobs in Spring, TX? The most popular types of Change Management jobs in Spring, TX are:
What job categories do people searching Vice President Change Management jobs in Spring, TX look for? The top searched job categories for Vice President Change Management jobs in Spring, TX are:
What cities near Spring, TX are hiring for Vice President Change Management jobs? Cities near Spring, TX with the most Vice President Change Management job openings:
Vice President Change Management jobs near you

Vice President, Human Resources

KLX Energy Services

Houston, TX • On-site

Full-time

Posted 27 days ago

KLX Energy Services rating

8.0

Company rating: 8.0 out of 10

Based on 14 frontline employees who took The Breakroom Quiz

31st of 86 rated oil and gas companies

Job description

Position Summary
The Vice President of Human Resources is the organization's senior HR leader and a trusted advisor to the President & CEO. This role offers the opportunity for an accomplished HR leader to shape strategy, build organizational capability, and help guide the company's next stage of growth. This role is ideal for an experienced HR professional ready to assume enterprise-wide HR leadership.
The Vice President of Human Resources is responsible for developing and executing the company's people strategy while ensuring HR programs support business objectives, organizational growth, and a high-performance culture.
The VP of Human Resources provides strategic leadership across all aspects of Human Resources, including organizational design, talent acquisition, employee relations, compensation, leadership development, succession planning, HR technology, compliance, workforce planning, organizational effectiveness, and change management. Success in this role requires balancing strategic leadership with practical execution in a dynamic, geographically dispersed operational environment.
We're looking for someone who has built credibility through strong execution, understands how HR enables business performance, and is ready to partner directly with executive and operation leadership. You'll inherit a solid foundation while having the opportunity to shape the future of the HR function, influence the organization's culture, and leave your fingerprint on the business.
This is more than the next title; it's an opportunity to become a trusted executive partner, develop future leaders, and help build an organization positioned for long-term success.
Essential Responsibilities
Executive Partnership
  • Serve as a strategic business partner to the President & CEO and executive leadership team.
  • Provide counsel on organizational strategy, workforce planning, leadership effectiveness, compensation, risk, and organizational change.
  • Translate business strategy into people strategy.
  • Influence with sound HR solutions to match business cycle and strategy.

Organizational Leadership
  • Lead and develop the Human Resources organization.
  • Establish priorities, accountability, and performance expectations across the HR team.
  • Coach and develop HR leaders while building bench strength for the future.
  • Maintain a HR team culture that embraces continuous improvement while maintaining team trust and stability.

Talent Strategy
  • Develop recruiting strategies that attract high-performing talent.
  • Partner with business leaders on workforce planning.
  • Oversee succession planning for key leadership positions.
  • Manage, maintain and continuously improve onboarding and retention initiatives.

Leadership Development
  • Coach leaders through difficult employee issues and talent management.
  • Develop management training and leadership development initiatives.
  • Strengthen accountability and performance management processes.
  • Build leadership capability across all levels of management.

Employee Relations & Culture
  • Lead complex employee relations matters.
  • Promote consistent application of company policies.
  • Foster a performance-oriented culture while maintaining fairness and integrity.

Compensation, Benefits & Total Rewards
  • Provide executive oversight of compensation philosophy and programs.
  • Lead merit and incentive planning.
  • Review market competitiveness.
  • Support executive compensation recommendations.
  • Ensure effective administration of benefits programs.

HR Operations & Compliance
  • Ensure compliance with federal, state, and local employment laws.
  • Oversee HR policies and governance.
  • Maintain effective HR processes and internal controls.
  • Direct HRIS strategy, reporting, analytics, and process improvement initiatives.

Organizational Effectiveness
  • Lead organizational design efforts.
  • Support acquisitions, integrations, restructuring, and organizational change initiatives.
  • Improve organizational capability while maintaining operational efficiency.

Metrics & Analytics
  • Establish, maintain, and continuously improve HR metrics and executive dashboards.
  • Analyze workforce trends and provide recommendations to leadership.
  • Use data to improve decision-making across recruiting, retention, turnover, compensation, and organizational performance.

Qualifications
  • Bachelor's degree required; Master's degree preferred.
  • 10 to 12+ years of progressive Human Resources leadership experience.
  • Experience leading an HR function supporting multi-site operations.
  • Demonstrated success partnering directly with executive leadership.
  • Strong understanding of employment law and HR compliance.
  • Experience with HR technology, organizational design, leadership development, compensation, employee relations, and talent acquisition.
  • Proven ability to lead organizational changes and influence executive decisions.

Preferred Experience
  • Oilfield services, industrial, construction, manufacturing, transportation, or other operational industries.
  • Multi-state workforce.
  • Field operations environment.
  • Mergers and acquisitions.
  • HCM / HRIS implementation or optimization.
  • Building scalable HR processes in growing organizations.
  • Collaboration with internal and external legal counsel.

Success Profile for the Role - The successful candidate will be:
  • A Business Leader First - Understands financial drivers, operational priorities, customer expectations, and business strategy, not just Human Resources.
  • Executive Presence - Earns credibility with executives and operations leadership through sound judgment, thoughtful recommendations, and calm decision-making.
  • Operationally Grounded - Comfortable supporting field operations, operations leadership, and decentralized business units.
  • Strong HR Leader of Leaders - Develops the HR team, delegates effectively, provides support and is not adverse to rolling up their sleeves to achieve results. Leads by example.
  • Practical Problem Solver - Balances legal risk, business realities, employee experience, and operational needs to make sound decisions.
  • Change Leader - Successfully leads organizational change, acquisitions, restructures, and process improvements while maintaining trust across the organization.
  • Data Driven - Uses metrics and analytics to improve workforce decisions and organizational performance.
  • High Integrity - Exercises sound judgment, maintains confidentiality, and consistently earns the trust of employees and leadership.
  • Collaborative - Builds productive relationships across departments and influences without relying solely on authority.

Critical Outcomes During the First 12 Months
  • Establish trusted relationships with executives and field leadership.
  • Provide strong leadership and development to the HR organization.
  • Maintain continuity of HR operations with minimal disruption.
  • Continue strengthening recruiting and talent acquisition effectiveness.
  • Enhance leadership capability across the organization.
  • Improve HR reporting and workforce analytics.
  • Support organizational growth, operational initiatives, and M&A integration activities.
  • Continue building an HR function viewed as a trusted business partner rather than an administrative department.

About KLX Energy Services
KLX Energy Services is a leading U.S. provider of integrated onshore oilfield services, delivering completion, intervention, production, and other critical wellsite solutions across the nation's major shale basins. Headquartered in Houston, Texas, the Company supports customers through a network of more than 35 service locations and a workforce of over 1,700 employees.
KLX combines experienced field personnel, specialized equipment, and proprietary technologies developed through its in-house research and development team to help customers safely and efficiently execute complex operations. The Company serves the Permian, Eagle Ford, Bakken, Rockies, Marcellus, Utica, Mid-Con, and other key U.S. energy markets with a commitment to operational excellence, technical expertise, and customer service.
EOE/Minorities/Females/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

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