Vice President, Human Resources

Position Summary

Vice President of Human Resources is the organization’s senior HR leader and trusted advisor to the President & CEO. This role offers an opportunity for an accomplished HR leader to shape strategy, build organizational capability, and guide the company’s next stage of growth. The VP 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 provides strategic leadership across all aspects of Human Resources – organizational design, talent acquisition, employee relations, compensation, leadership development, succession planning, HR technology, compliance, workforce planning, organizational effectiveness, and change management – balancing strategic leadership with practical execution in a dynamic, geographically dispersed environment.

• 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.

• 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.

• 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.

• 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.

• Lead complex employee relations matters.
• Promote consistent application of company policies.
• Foster a performance‑oriented culture while maintaining fairness and integrity.

• 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.

• 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.

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

• 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.

• 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.

• Oilfield services, industrial, construction, manufacturing, transportation, or other operational industries.
• Multi‑state workforce.
• Field operations environment.
• Mergers and…