Associate HR Director - Epoxy

Westlake•Houston, TX

About The Position

The Associate HR Director provides strategic, operational, and tactical human resources leadership and support to Westlake’s Epoxy business and its manufacturing locations. The role serves as a trusted advisor to business leaders, aligning human capital strategies with organizational objectives and supporting sustainable business growth. It leads and guides HR staff and oversees HR programs, policies, and practices that promote organizational effectiveness, talent development, employee engagement, and operational excellence. The role also collaborates with Corporate Human Resources on enterprise-wide initiatives and supports consistent application of HR policies, practices, and compliance requirements across the client group. The position leads employee and labor relations, workforce planning, talent and compensation strategies, organizational development, salary administration, and HR budgeting. It partners with business leaders, Talent Acquisition, and HR Centers of Excellence, while ensuring compliance with applicable laws, collective bargaining agreements, and company policies. The position supports change management and participates in corporate HR projects and assignments.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Industrial Relations, Business Administration, or a related field.
Minimum of 15 years of progressive Human Resources experience, including significant experience supporting manufacturing, industrial, or operational environments.
Experience across multiple HR disciplines, including employee relations, labor relations, talent management, performance management, compensation, workforce planning, and organizational development.
Demonstrated commitment to and embodiment of Westlake’s values and leadership behaviors.
Strong business acumen and ability to align people strategies with business objectives.
Ability to influence, coach, and advise leaders at all organizational levels.
Strong analytical, critical-thinking, and problem-solving capabilities.
Strong verbal, written, presentation, and interpersonal communication skills.
Ability to manage multiple priorities and meet deadlines in a fast-paced environment.
Ability to work independently and collaborate effectively across functions, locations, and organizational levels.
Leadership presence, emotional intelligence, and sound judgment in sensitive and complex situations.
High integrity, professionalism, confidentiality, and attention to detail.
Adaptability and resilience in response to changing business needs and priorities.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or a related discipline.
Experience or knowledge of global or multi-country responsibilities.
Professional certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR.
Previous leadership experience managing HR professionals and supporting multiple locations.
A valid Transportation Worker Identification Credential (TWIC) card may be required.

Responsibilities

Lead employee relations strategies and activities, including policy development, training, coaching, and issue resolution, to promote equitable, consistent, and legally compliant treatment.
Guide HR team members on employee relations, investigations, conflict resolution, and performance management.
Direct labor relations activities, including collective bargaining agreement interpretation and administration, negotiation support, grievance management, and partnership with business leaders on labor matters.
Coach and develop HR staff on labor relations, collective bargaining administration, and contract compliance.
Partner with business leaders on organizational structures, workforce plans, succession strategies, performance management, and talent development initiatives.
Collaborate with Talent Acquisition on workforce strategies, talent pipelines, and access to technical, operational, and leadership talent.
Partner with HR Centers of Excellence to standardize and optimize HR processes, leverage technology and automation, and reduce administrative work.
Analyze workforce metrics, turnover, labor market conditions, and business needs to develop talent, compensation, and retention strategies.
Support competitive hourly compensation programs through market analysis, wage surveys, and partnership with Compensation COEs.
Develop, manage, and monitor the annual HR budget, including forecasting, variance analysis, and corrective actions.
Oversee salary administration to support internal equity, market competitiveness, and compliance with company compensation practices.
Ensure compliance with applicable employment laws, regulations, collective bargaining agreements, and company policies.
Support change management initiatives that advance organizational effectiveness, employee engagement, and business transformation.
Contribute to and participate in corporate HR initiatives, projects, and special assignments.
Perform other duties and responsibilities as assigned.