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.

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.