HR Business Partner - Borger

CPChem•Borger, TX

1d•Hybrid

About The Position

Join Our Team as an HR Business Partner in Borger At Chevron Phillips Chemical we are committed to fostering a workplace where every team member can thrive. As an HR Business Partner based in Borger, you will play a pivotal role in aligning human resource strategies with our business goals, impacting both employee experience and organizational success. You will serve as a trusted advisor and partner to managers and employees across various departments, facilitating meaningful communication and effective resolution of workplace challenges. This opportunity offers the chance to influence company culture positively, support strategic initiatives in human capital management, and contribute to the growth and sustainability of our operations. We value adaptability, collaboration, and continuous improvement and are seeking a professional who embodies these qualities. If you are passionate about partnering with business leaders, driving performance, and championing employee engagement, you will find this role both fulfilling and impactful.

Requirements

Minimum 5 years of experience in various HR roles (e.g. HR generalist, HR Specialist)

Nice To Haves

Bachelor's Degree in Human Resources, Business Administration, Psychology or a related field

Responsibilities

Develop, maintain, and communicate comprehensive policies, programs, and compliance requirements. Translate complex legal and organizational information into practical guidelines that managers and employees can easily understand and apply.
Collaborate closely with department managers to grasp business objectives, challenges, and cultural dynamics. Provide informed HR counsel and solutions that support organizational strategies.
Lead and manage employee relations with a focus on promoting fairness, resolving conflicts, and fostering a positive work environment.
Serve as the primary contact for labor relations inquiries, ensuring compliance with laws and promoting constructive dialogue between the organization and its workforce.
Prepare and present well-researched tactical and strategic HR solutions to senior business and HR leadership to advance workforce effectiveness and organizational capabilities.
Partner with Talent Acquisition teams to assess staffing needs, develop targeted recruitment strategies, and attract high-quality talent that aligns with business goals.
Ensure a seamless onboarding experience that integrates new hires effectively, setting them up for long-term success within the company.
Work in coordination with Centers of Excellence (COEs) to implement annual HR processes, share insights, and support enhancements in rewards and talent management strategies.
Guide managers through the performance management process by establishing clear expectations, addressing development opportunities, and implementing action plans to improve employee engagement and performance.
Assist department leaders in identifying skill gaps and development priorities informed by performance data, talent reviews, and evolving business needs, translating these insights into actionable programs with COEs.
Mitigate organizational risks by ensuring compliance with employment laws and company policies, proactively addressing potential issues before they escalate.
Act as a catalyst for organizational development and cultural change, encouraging initiatives that support a resilient and adaptive workforce.
Analyze HR data and trends to anticipate potential challenges and opportunities, enabling proactive planning and strategic intervention.
Take ownership of key aspects of strategic HR program delivery, contributing to the continuous improvement of business processes and people strategies.