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Vice President Recruiting Jobs in Spring, TX (NOW HIRING)

Employbridge

Market Vice President

Houston, TX · On-site

$105K - $125K/yr

Houston, TX Market Vice President (MVP) leads business operations, financial performance, and ... This role oversees recruitment, sales, and client delivery teams, driving operational excellence ...

Hp

VP People, Enterprise Operations

Spring, TX · On-site

VP People, Enterprise Operations Description - As VP People, Enterprise Operations, you will: Lead ... recruiting and onboarding, etc. Partnering with HR CoEs and Country HR Coach and develop the HR ...

exp

Vice President, Transit

Houston, TX · On-site

Be our next Vice President, Transit Your work environment at EXP Given our growing business, EXP is ... recruitment, and succession. * Mentor and develop project and technical leaders through coaching ...

EXP

Vice President, Transit

Houston, TX · On-site

Be our next Vice President, Transit Your work environment at EXP Given our growing business, EXP is ... recruitment, and succession. * Mentor and develop project and technical leaders through coaching ...

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All JobsVice President Recruiting JobsVice President Recruiting Jobs in Spring, TX

Vice President Recruiting information

See Spring, TX salary details

$60.1K

$107.3K

$166.9K

How much do vice president recruiting jobs pay per year?

As of Sep 8, 2026, the average yearly pay for vice president recruiting in Spring, TX is $107,274.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,900.00 and $149,500.00 per year, depending on experience, location, and employer.

What does a vice president recruiting do?

A Vice President of Recruiting is a senior executive responsible for overseeing an organization's talent acquisition strategy and recruitment operations. They lead recruiting teams, develop policies to attract top talent, and ensure the hiring process aligns with company goals. Their role often includes workforce planning, employer branding, and collaborating with other executives to address staffing needs. Additionally, they monitor recruitment metrics and implement process improvements to enhance the candidate experience and hiring efficiency.

What are the key skills and qualifications needed to thrive as a vice president recruiting?

To thrive as a Vice President of Recruiting, you need deep expertise in talent acquisition strategy, workforce planning, and leadership, typically supported by a bachelor’s or master’s degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and relevant certifications like SHRM-SCP or SPHR is highly valuable. Exceptional communication, strategic thinking, and the ability to influence and build relationships are crucial soft skills in this role. These competencies ensure the organization attracts top talent, drives hiring efficiency, and aligns talent strategy with overall business goals.

What are the main challenges a vice president recruiting typically faces when scaling hiring efforts across multiple departments?

A Vice President of Recruiting often encounters challenges such as maintaining a consistent employer brand, ensuring equitable hiring standards, and aligning talent acquisition strategies with each department’s unique needs. Coordinating across various teams while navigating rapid growth requires strong communication and a data-driven approach to monitor hiring metrics and candidate experience. Building collaborative relationships with department heads is crucial to anticipate workforce needs and proactively address talent gaps.

What is the difference between Vice President Recruiting vs Director of Talent Acquisition?

AspectVice President RecruitingDirector of Talent Acquisition
ResponsibilitiesOversees recruiting strategy, manages senior teams, aligns hiring with company goalsManages recruiting operations, leads recruitment teams, executes hiring plans
Required CredentialsTypically requires extensive recruiting experience, leadership skills, often a bachelor’s or master’s degreeSimilar credentials, focus on recruiting expertise and team management
Work EnvironmentExecutive-level, strategic focus, interacts with C-suiteOperational focus, collaborates with HR and hiring managers
Industry UsageCommon in large organizations, corporate sectorsWidely used across industries, especially in HR and staffing firms

The Vice President Recruiting and Director of Talent Acquisition roles both focus on hiring strategies, but the VP typically holds a higher strategic and leadership position, overseeing broader initiatives and executive alignment, while the Director manages day-to-day recruiting operations and team execution.

What are the most commonly searched types of Recruiting jobs in Spring, TX?

The most popular types of Recruiting jobs in Spring, TX are:

What cities near Spring, TX are hiring for Vice President Recruiting jobs?

Cities near Spring, TX with the most Vice President Recruiting job openings:

Vice President Recruiting jobs near you

Vice President, Human Resources

Hope Media Group

New Caney, TX • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 8 days ago

Job description

Job Type
Full-time
Description
Hope Media Group is a multi-brand ministry. Every story we share, every event we host, and every song we play is done to engage people to love Jesus, serve others, and spread Hope. Hope Media Group the home of KSBJ, WayFM, Worship 24/7, Vida Unida, NGEN radio. Way Loud, Way New, Way Back, Gospel 24/7, God Listens Prayer App and Hope Events. We invite you to apply and become a part of our growing ministry to Love Jesus, Serve Others, and Spread Hope. Our team describes our environment as fun, encouraging, collaborative, engaging, caring, family-oriented, and friendly. We would love for you to join us and be part of what God is doing in our ministry!
Vice President, Human Resources
Job Summary:
Reporting to the Chief Administrative Officer, the VP, Human Resources serves as the leader responsible for the strategy, operations, compliance, and service delivery of Human Resources, including oversight of HMG's Volunteer function and externalized HR functions. This role partners with executive and organizational leadership to align people strategy with HMG's mission, values, and strategic priorities; strengthen organizational effectiveness; build leadership capability; manage people-related risk; and ensure HR programs, vendors, systems, policies, and practices support a healthy, high-accountability, Christ-centered culture. This position resides in the greater Houston area.
Essential Functions:
People Strategy, Workforce Planning, and Organizational Effectiveness
  • Develop and lead HR strategies that support HMG's mission, strategic priorities, ministry growth, and long-term organizational health.
  • Partner with Leadership to assess organizational capability, structure, staffing needs, roles, processes, and systems required to accomplish goals and initiatives.
  • Use industry trends, economic factors, workforce analytics, and internal data to forecast staffing, capability, and organizational needs.
  • Serve as a change management leader for organizational transitions, restructures, integrations, and new operating models.

Talent Management, Leadership Development, and Succession Planning
  • Lead talent management strategies, including performance management, talent assessment, succession planning, retention, recruitment, and leadership development.
  • Assess the performance and potential of organizational talent and partner with leaders to develop, motivate, and retain high-potential staff and key leaders.
  • Grow leadership and management capability through assessments, coaching, feedback, professional development, and leadership development opportunities.
  • Coach senior leaders and managers on people leadership, accountability, conflict resolution, team health, and effective performance conversations.

HR Operations, Vendor Management, and Service Delivery
  • Provide leadership and accountability for HR operations, HR systems, processes, reporting, service delivery, and the Volunteer function.
  • Oversee externalized HR functions and vendor relationships, including service expectations, issue escalation, process improvement, data accuracy, and accountability for timely and compliant support.
  • Ensure HR processes, calendars, workflows, communications, and reporting support leaders and staff effectively across the organization.
  • Identify and implement practical improvements to HR policies, practices, systems, and service delivery.

Employee Relations, Compliance, Policy Governance, and Risk Management
  • Oversee employee relations strategy, sensitive workplace matters, investigations, corrective actions, terminations, and documentation practices in partnership with leadership and legal counsel as appropriate.
  • Ensure HR policies, practices, and processes comply with applicable federal, state, and local laws and regulations.
  • Maintain HR policy governance and support consistent, fair, and values-aligned interpretation and application of policies across departments.
  • Identify and mitigate people-related risk related to employment practices, leadership decisions, organizational transitions, and workplace culture.

Compensation, Benefits, Total Rewards, and Executive Support
  • Lead compensation, benefits, and total rewards strategy in alignment with HMG's values, market competitiveness, internal equity, fiscal stewardship, and organizational sustainability.
  • Partner with Finance and the CAO on compensation planning, benefits renewals, cost analysis, benchmarking, and rewards-related decision support.
  • Actively participate in the executive compensation process and provide HR-related analysis, recommendations, and materials for executive leadership and board discussions as needed.

Culture, Engagement, and Organizational Health
  • Strengthen a healthy work environment and culture that lives out HMG's core virtues and supports trust, accountability, communication, and staff engagement.
  • Monitor engagement, retention, turnover, morale, and organizational health trends and recommend action plans to address risks and opportunities.

Demonstrated Faith
  • Committed to a personal relationship with Jesus Christ
  • Grounded spiritually and biblically literate
  • Comfortable praying for co-workers in team meetings, leading spoken prayer, and participating in ministry prayer meetings and Bible studies
  • Live Christian principles defined by the ministry's Statement of Faith & Biblical Beliefs
  • Participate in on-air fundraisers and prays for donors as needed
  • Passion for leveraging the HMG's media platforms for evangelism and discipleship
  • Exhibit a strong moral character
  • Active member of a Bible believing local church

Requirements
Non-Essential Functions:
  • Other duties as assigned

Requirements and Qualifications:
Education:
  • Bachelor's degree in human resources management, Organizational Development, Business Administration, or a related field required; equivalent combination of education and progressively responsible experience may be considered.

Experience:
  • 15 years of progressive experience in Human Resources required
  • Proven experience in strategic planning, risk management and change management
  • Proven track record in all areas of Talent Management which includes: Workforce Planning, Performance Management, Talent Development, Succession Planning, Employee Engagement, Employee Retention, Recruitment/Selection and Compensation/Rewards
  • Proven ability to impact positive change to the organizations culture
  • Successful track record in designing and implementing practical solutions to address organizational needs
  • Possess knowledge of fundamental HR concepts, experience in creating people strategies, successful management of complex projects, and proven success at building credibility quickly at all levels of the organization, including senior leadership
  • Experience overseeing HR operations, employee relations, compliance, policy governance, vendor management, and total rewards programs
  • Experience in fast paced changing organization
  • Experience in a non-profit ministry a plus

Knowledge, Skills and Abilities:
  • Results oriented, motivating leader who has strong interpersonal relationship building skills with the ability to lead and direct the work of others
  • Strategic thinker with strong analytical and problem-solving skills, plus excellent organizational skills
  • High degree of emotional intelligence with demonstrated ability to influence others
  • Strong leadership presence and the ability to carry self with confidence
  • Strong relationship management and coaching skills with ability to collaborate and work with all levels within the organization
  • Demonstrated leadership and team management abilities
  • Ability to manage ambiguity in a fast-paced work environment and push through business challenges
  • Comfortable pushing oneself outside of their comfort zone and focused on continuous development
  • Drives for results and demonstrates strong sense of accountability and follow through
  • Self-directed and willingness to take informed risks
  • Flexible and highly adaptable to change with intellectual curiosity
  • Well-developed listening, consultative and influencing skills that values diverse perspectives
  • Excellent project management skills, including project planning, tracking and status reporting
  • Strong written and verbal communication skills
  • MS Excel and PowerPoint proficiency, intermediate or higher
  • Heart for Christian Ministry
  • Person of strong moral character and integrity with ability to maintain confidentiality

Supervisory Responsibilities:
  • Immediate supervision over a unit, section or department. Recommends candidates for hiring, termination; prepares and conducts performance appraisals and salary reviews, and applies company policies.

Working Conditions and Environment
Travel:
  • As needed for conferences, seminars, organizational meetings, ministry events, vendor meetings, and site visits.

Nights/Weekends/Holidays:
  • Occasional evenings, weekends, or holidays may be required for board meetings, ministry events, fundraising events, urgent employee matters, or organizational needs.

Physical Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Activity may include Talking. Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly. Hearing. Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication, and to make the discriminations in sound. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers.
Light work. Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the worker sits most of the time, the job is rated for light work.
The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading.
Full-Time Benefits Offerings:
  • Medical
  • Dental
  • Vision
  • Health Savings Account w/employer contribution
  • Flexible Savings Accounts
  • Company Paid Short Term Disability/Long Term Disability
  • EAP (Employee Assistance Program)
  • Generous Paid Time Off (PTO)
  • Three (3) Paid Mission Days
  • Twelve (12) Company-Paid Holidays
  • 403B Retirement with Company Match
  • Group Life Insurance
  • Legal Shield/Identity Theft Protection
  • Access to Marketplace Ministry Chaplains
  • Third-Party Recruiter Policy:

We are grateful for the interest of those who wish to support our hiring efforts. However, Hope Media Group does not accept unsolicited resumes or candidate referrals from external staffing agencies or search firms. Submissions from third parties will not be considered and may be retained without obligation or payment or fees.

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