Vice President Human Resources

INC'D; Dallas (TX); On-site; USD 180,000 - 220,000; Full time

Benefits offered by this job

Equity participation

Relocation support

Full benefits

Job summary

INC'D, based in Dallas, TX, seeks a visionary VP of Human Resources to architect the entire HR function for a PE-backed, multi-site, hourly workforce across Texas. You will own compensation design, succession planning, org structure, onboarding, and culture initiatives, reporting directly to the CEO.

This is a first-of-its-kind seat requiring strategic builders, with equity participation and relocation support for the right candidate.

Qualifications

• Senior HR leadership experience at multi-site scale.
• Proven ability to design compensation and succession from scratch.
• Strategic builder with culture and training programs.

Responsibilities

• Build and own the HR function from ground up.
• Design compensation, succession, and org structure.
• Develop onboarding, training, and culture programs.
• Lead employee relations and scale the workforce.

Skills

Senior HR leadership

Compensation design

Succession planning

Org design

Culture building

Team leadership

Job description

VP of Human Resources | Commercial Landscaping | Base: $180,000 – $200,000 + Bonus | Equity | Dallas, TX (Texas-based)

A PE-backed commercial landscaping platform based in Dallas, TX is hiring its first-ever senior HR leader. This isn't a role stepping into an existing structure. It's a mandate to build the strategic HR function from scratch.

The Role:

You report directly to the CEO and own HR strategy for a large, peak-season field workforce spanning multiple Texas locations. You inherit a small existing HR team and take it somewhere it's never been. Based in Dallas, with flexibility on Texas markets (Houston, San Antonio, Austin) for the right candidate.

What you're actually building here:

• Compensation design and succession planning, from a standing start, not an existing framework you\'re tweaking
• A real org structure and career-pathing system built for a company scaling past its current size
• A structured onboarding and training system to replace what is currently almost entirely on-the-job and inconsistent
• A genuine, destination-quality culture, not just messaging: employee events, team building, and ongoing feedback loops, built to hold as headcount scales
• Full ownership of employee relations, so it stops landing on the CEO\'s desk

Why Strong Operators Take This Seat:

This is a genuinely first-of-its-kind seat. There\'s no predecessor, no template, and no politics to inherit, just a blank page and direct CEO sponsorship.

The company already knows exactly where it\'s weak (compensation, succession, org structure, training, culture) so you\'re not spending your first six months convincing leadership these gaps exist.

There\'s a possible tuck-in acquisition in the next 12 months, giving this seat real room to grow.

Equity participation is confirmed.

What the Role Requires:

• Senior HR leadership experience at a size and sophistication level beyond a single-site operation. You\'ve built, not just administered
• Demonstrable compensation design and succession-planning experience, built from scratch. This is the hardest filter on this search
• A strategic builder profile, not a compliance administrator: you design programmes (career pathing, culture, structured training), you don\'t just keep the trains running
• A genuine track record building culture through tangible programmes, not just messaging
• Full willingness to be based in Texas, especially through the first 6-12 months
• Comfortable inheriting and leading an existing HR team, including making changes as the company\'s needs evolve
• Valuable, not required: experience integrating an acquired business (compensation, systems, and culture harmonisation post-close)
• A genuine plus, not a requirement: experience with a large, hourly, route-based, immigration-sensitive workforce (field services, HVAC, plumbing, electrical, waste, restoration, or similar)
• Also a plus, not a requirement: direct exposure to H2B seasonal visa programmes and/or E-Verify

What This Role Is Not For:

• Compliance-only administrators who can run day-to-day HR but can\'t design compensation, succession, or org structure from a standing start
• Remote or hybrid candidates. This seat requires being physically present, especially in year one
• Purely corporate, white-collar HR backgrounds with no exposure to a large, hourly, field-based workforce
• Escalators who default to bringing employee relations issues back to the CEO rather than owning resolution end to end

Compensation:

• Base salary $180,000-$220,000
• Annual bonus of 20-30% of base
• Equity participation in the platform\'s incentive plan
• Full benefits: medical, dental, vision, 401(k) with 4% match
• Relocation support available for the right candidate