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Vice President Jobs in Spring, TX (NOW HIRING)

Loomis

VP Branch Accounts

Houston, TX · On-site

$150K - $180K/yr

In fact, many of our company's managers, vice presidents, and corporate executives started out in the branches as driver/guards and tellers. Our work can be challenging, but the thousands who have ...

OmniCable

Vice President, National Sales

Houston, TX · On-site +1

Job Requirements Vice President, National Sales | OmniCable OmniCable, LLC (OmniCable) , a leading redistributor of wire, cable, and connectivity solutions, empowering customers and sales teams to ...

MRINetwork Jobs

Vice President of Engineering

Houston, TX · On-site

$171K - $221K/yr

We are representing a leading manufacturer of steel-related products searching for a Vice President of Engineering in the Greater Houston region of TX. Our client offers a very competitive salary and ...

ADP, Inc.

Vice President of Operations

Houston, TX · On-site

$150K - $175K/yr

The Vice President of Operations provides leadership across production, audience services, technology, engineering, security, parking, concessions, facility operations, maintenance, and capital ...

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Vice President information

See Spring, TX salary details

$38.7K

$140.2K

$246.9K

How much do vice president jobs pay per year?

As of Sep 12, 2026, the average yearly pay for vice president 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 are the key skills and qualifications needed to thrive as a Vice President?

To thrive as a Vice President, you need strategic leadership, business acumen, and significant experience in management, often supported by an advanced degree such as an MBA. Familiarity with enterprise resource planning (ERP) systems, financial analysis tools, and project management software is typically required. Outstanding communication, decision-making, and negotiation skills help build trust and drive organizational goals across diverse teams. These competencies are essential for effectively steering company direction, fostering growth, and ensuring operational success.

What do vice presidents do?

A vice president is a leader of a company or department in a company who serves under the president or CEO. Their position of senior leadership resembles that of the president. They can speak for the company, sign contracts, and make major decisions. Individual departments also have vice president roles. It is not uncommon for a business to have multiple vice presidents in multiple departments. Each has a specific title and specialty. When larger corporations are split into subsidiaries, there will be a vice president in each division to oversee the organization. For example, a company may have a Vice president of marketing, vice president of human resources, and a vice president of east coast operations all in one location. On the west coast, they’ll have different people with the same title to fulfill those roles.

How does a vice president typically collaborate with other senior leaders to drive organizational success?

As a Vice President, you will work closely with other members of the executive team, such as the CEO, CFO, and department heads, to set strategic goals and ensure alignment across the organization. This often involves participating in regular leadership meetings, contributing to company-wide initiatives, and facilitating cross-departmental communication. Effective collaboration is essential, as you'll need to build consensus, address challenges proactively, and support the professional development of your direct reports. A strong Vice President fosters a culture of transparency and teamwork to help the organization achieve its objectives.

What are vice presidents in a company?

A Vice President (VP) is a senior executive responsible for overseeing specific departments or functions within an organization. VPs typically report directly to the President, CEO, or another top executive, and play a key role in strategic planning, decision-making, and management. Their duties often include leading teams, setting goals, ensuring departmental objectives align with company strategy, and representing the organization to stakeholders. The exact responsibilities can vary depending on the size and structure of the company.

What is the difference between Vice President vs Director?

AspectVice PresidentDirector
Required CredentialsBachelor's degree often with advanced degrees; extensive experienceBachelor's degree; significant industry experience
Work EnvironmentExecutive meetings, strategic planning, leadership rolesDepartment management, project oversight, team leadership
Employer & Industry UsageCorporate, large organizations, multinational companiesCorporate, mid-sized companies, various industries

Vice Presidents typically hold higher leadership roles with broader strategic responsibilities, overseeing multiple departments or divisions. Directors focus on managing specific departments or projects, implementing strategies set by senior leadership. While both roles require significant experience and leadership skills, Vice Presidents are more involved in high-level decision-making and organizational strategy.

More about Vice President jobs

What job categories do people searching Vice President jobs in Spring, TX look for?

The top searched job categories for Vice President jobs in Spring, TX are:

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

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

Vice President jobs near you
Infographic showing various Vice President job openings in Spring, TX as of August 2026, with employment types broken down into 91% Full Time, 8% Part Time, and 1% Contract. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $140,186 per year, or $67.4 per hour.

Vice President, Human Resources

Houston, TX • On-site

KLX Energy Services
Oil and Coal Products Manufacturing • 1 - 5K employees
Learn more about KLX Energy Servicesexternal

Full-time

Re-posted 4 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

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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