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Vice President Human Resources Jobs in Decatur, TX

Zone 5 Technologies

VP of Human Resources

Fort Worth, TX · On-site

$250K/yr

We are seeking an experienced VP of Human Resources to join our team. KEY RESPONSIBILITIES: * Serve as a strategic business partner to C-Suite and organizational leaders advising on all matters ...

Stryker

Executive Administrative Assistant

Flower Mound, TX · Hybrid

$30.82 - $42.63/hr

The Executive Administrative Assistant supporting the Vice President/General Manager of Communication and Vice President, Human Resources for the Endoscopy division, will be responsible for providing ...

clarkmhc

Sr. Human Resources Manager

Flower Mound, TX · On-site

This is an exempt level role and an onsite position that is based in Flower Mound, TX, reporting to the Sr. VP. Essential Functions & Primary Responsibilities: * Develop and execute a long-term HR ...

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All JobsVice President Human Resources JobsVice President Human Resources Jobs in Decatur, TX

Vice President Human Resources information

See Decatur, TX salary details

$66.2K

$144.3K

$228.4K

How much do vice president human resources jobs pay per year?

As of Aug 7, 2026, the average yearly pay for vice president human resources in Decatur, TX is $144,349.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,700.00 and $169,800.00 per year, depending on experience, location, and employer.

What are some common challenges faced by a vice president of human resources, and how can they address them effectively?

A Vice President of Human Resources often navigates challenges such as aligning HR strategies with organizational goals, managing change across diverse teams, and ensuring compliance with evolving employment laws. Balancing executive leadership expectations with employee needs requires strong communication and negotiation skills. To address these challenges, VPs of HR typically foster a culture of transparency, invest in leadership development, and stay updated on industry best practices to proactively adapt policies and programs.

What is the difference between Vice President Human Resources vs HR Director?

AspectVice President Human ResourcesHR Director
ResponsibilitiesStrategic planning, executive leadership, policy developmentOperational HR functions, team management, policy implementation
ScopeCompany-wide, often at executive levelDepartment-specific or regional
Required CredentialsBachelor’s/Master’s in HR or related field, extensive experience, leadership skillsBachelor’s degree, HR certifications, experience in HR roles
Work EnvironmentCorporate executive setting, boardroomsHR departments, office settings

The Vice President Human Resources typically holds a strategic, company-wide leadership role, focusing on policy and organizational direction, while the HR Director manages daily HR operations and team management. Both roles require strong HR credentials, but the VP is more involved in high-level decision-making.

What are the key skills and qualifications needed to thrive as a vice president of human resources?

To thrive as a Vice President of Human Resources, you need deep expertise in HR strategy, employment law, talent management, and organizational development, usually backed by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR is highly valued. Strong leadership, negotiation, communication, and change management skills help you build trust and drive organizational transformation. These competencies are vital for effectively aligning HR initiatives with business goals, ensuring legal compliance, and fostering a positive workplace culture.

What does a vice president of human resources do?

A Vice President of Human Resources oversees the strategic direction and management of an organization's HR functions. This includes developing policies, managing talent acquisition, employee relations, compensation and benefits, and ensuring legal compliance. They play a key role in shaping company culture, supporting leadership, and driving initiatives that align HR strategies with business goals. The VP of HR often leads a team and works closely with other executives to support organizational growth and employee satisfaction.
What are the most commonly searched types of Human Resources jobs in Decatur, TX? The most popular types of Human Resources jobs in Decatur, TX are:
What cities near Decatur, TX are hiring for Vice President Human Resources jobs? Cities near Decatur, TX with the most Vice President Human Resources job openings:
Vice President Human Resources jobs near you
Infographic showing various Vice President Human Resources job openings in Decatur, TX as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $144,349 per year, or $69.4 per hour.

VP of Human Resources

Zone 5 Technologies

Fort Worth, TX

Full-time

Posted 4 days ago

Job description

At Zone 5 Technologies, we're redefining what's possible in unmanned aircraft systems. Our team of engineers and innovators is developing cutting-edge autonomous solutions that push the boundaries of UAS technology - solving complex challenges that matter.

We're building the future of UAS capabilities, and we're looking for exceptional talent to join us. If you're driven by hard problems, energized by rapid innovation, and ready to make an impact on next-generation flight systems, you belong here.

We are seeking an experienced VP of Human Resources to join our team.

KEY RESPONSIBILITIES:

  • Serve as a strategic business partner to C-Suite and organizational leaders advising on all matters related to human capital, organizational design, and workforce strategy.
  • Optimize and lead all HR functions and programs including talent acquisition, compensation and benefits, performance management, HRIS, learning and development, and employee
  • Develop and execute a comprehensive workforce plan aligned to the company's aggressive organic growth trajectory and acquisition integration requirements.
  • Lead HR due diligence and workforce integration activities ensuring seamless cultural alignment and operational continuity.
  • Ensure compliance with all applicable federal, state, and DoW regulatory requirements - must have expertise specifically in California employment matters.
  • Establish and maintain competitive compensation and total rewards programs tailored to attract and retain highly skilled aerospace, engineering, and manufacturing talent in a competitive defense market.
  • Retain high discipline to support fiscal and budgetary responsibility regarding enterprise financial targets.
  • Build and champion diversity, equity, and inclusion programs that reflect the values of the organization and support a broad talent pipeline.
  • Own succession planning and leadership development programs to build organizational depth and resilience as Zone 5
  • Create and sustain a high-engagement, mission-driven culture that preserves Zone S's entrepreneurial spirit while building the infrastructure needed for an enterprise-scale organization - be a steward of the ZST culture.
  • Partner with leaders cross-functionally spanning discrete functions (i.e. operations, finance) to develop and implement people management best practices, training programs, and tools that enhance organizational effectiveness.
  • Serve as a trusted advisor and coach to managers and executives on all employee relations matters, performance issues, and organizational change management.
  • Develop and manage HR metrics and dashboards to provide data-driven insights to leadership on workforce health, retention trends, and hiring progress.

QUALIFICATIONS:

  • Bachelors and Master's degree in Human Resources, Business Education, MBA or similar type preferred
  • 10+ years progressive experience in human resources management as a strategic business partner and advisor to senior executives
  • Comprehensive knowledge of employment law
  • Experience in and demonstrated success in managing across organizations by using influence versus authority
  • Ability to function as an internal coach to senior management, peers and others by helping them identify and resolve issues, encourage best-in-class management practices, anticipate internal organization issues, propose solutions, and represent the employee perspective
  • Must possess strong leadership skills with a high degree of influence and persuasion to direct, inspire and develop a high performing team of human resource professionals in multiple locations
  • Strong interpersonal and presentation skills are essential
  • US. Citizenship

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