Human Resources Business Partner

HF Sinclair•Tulsa, OK

10d•Onsite

About The Position

HF Sinclair is seeking a Human Resources Business Partner based in Tulsa, Oklahoma. In this role, you will serve as a strategic Human Resources partner to refinery organization, aligning people strategies with business goals while maintaining responsibility for key HR operational processes. Independently leads HR initiatives related to workforce planning, employee relations, organizational development, and culture enhancement. Oversee essential administrative functions, including payroll processing and employee progression administration to ensure accuracy, compliance, and operational excellence. Collaborates closely with the HR Manager, HR Operations, Centers of Excellence (COEs), and site leadership to identify workforce needs, address challenges, and drive proactive, business‑aligned HR solutions.

Requirements

Minimum of 5 years of progressive Human Resources experience, including exposure to employee relations, coaching, and HR administration.
Bachelor’s Degree in Human Resources, Business, or a technical field related discipline is required or related work experience in lieu of the degree (4 years of related work experience) is required.
Deals constructively with problems that do not have defined solutions
Maintains a calm and productive influence in times of uncertainty
Acts with a clear sense of ownership
Follows through on commitments and makes sure others do the same
Builds strong formal and informal relationships within HF Sinclair
Leverages relationships to develop solutions within HR and the business
Admits mistakes and gains insights from experiences
Reflects on how their personal style impacts others
Builds trust through a direct and truthful approach
Advanced knowledge of general Human Resources principles and ability to apply this knowledge as it pertains to the company.
Advanced skill level in Excel, Word, Outlook, and HRIS applications.
Ability to handle confidential information including Protected Health Information (PHI) and all applicable compliance issues in relation to relevant HIPAA regulations.
Demonstrates the ability to operate effectively in ambiguous situations and make sound decisions without clear guidelines.
Maintains a positive, solution‑focused mindset and exhibits high emotional intelligence when navigating employee and business issues.
Ability to read and appropriately interpret information from multiple sources.

Nice To Haves

Professional certifications such as SHRM – SCP, SPHR, GPHR, CCP, GRP, CEBS or other similar external certifications

Responsibilities

Serves as an HR advisor to frontline and mid-level leaders, offering guidance on workforce planning, organizational development, performance management, and employee engagement.
Builds strong, trusted relationships with business leaders to understand operational challenges and proactively recommend HR solutions that support refinery objectives.
Identifies trends and root causes related to turnover, employee relations, culture, and organizational effectiveness; proposes action plans to address findings.
Facilitates change management efforts, helping leaders and employees adapt to organizational shifts, policy updates, and cultural initiatives.
Administers and supports key HR programs including performance management, benefits education, attendance, FMLA/leave management, policy compliance and records management.
Coordinates local onboarding, orientation, and benefits-related activities to ensure a welcoming and accurate introduction for new hires and newly eligible employees.
Ensures adherence to federal, state, and company HR policies and regulations; prepares required documentation, reports, and correspondence with a high degree of accuracy.
Partners with COEs and HR Operations to implement and continuously improve HR processes, tools, and systems.
Oversees payroll preparation for assigned subsidiary employees, ensuring accuracy, timeliness, and compliance with all regulations.
Reviews, validates, and resolves questions related to time and attendance entries; partners with Operations and Maintenance timekeepers, schedulers and supervision to correct discrepancies.
Administers employee job progressions, including reviewing eligibility, validating competency and time‑in‑role requirements, coordinating with supervisors on progression readiness, and ensuring timely and accurate updates within HRIS and payroll systems.
Provides consultation and guidance on employee relations matters; manages sensitive and complex issues in partnership with senior HR personnel as needed.
Conducts fair, thorough, and timely investigations into workplace concerns and recommends consistent and compliant corrective actions.
Leads refinery-wide employee experience and union‑avoidance initiatives, strengthening communication, engagement, trust, and positive employee relations.
Coaches and mentors managers to strengthen their leadership capability, build accountability, and promote consistent application of policies and practices.
Leads or participates in cross-functional HR projects focused on process improvement, compliance, culture, and operational efficiency.
Represents the HR function in meetings, committees, and refinery initiatives, ensuring HR perspectives and strategies are integrated into business planning.
Supports the Tulsa Refinery by responding to routine employee inquiries related to benefits, retirement planning, performance, attendance, policies, terminations, and employee relations, escalating complex issues to the appropriate HR personnel.
May oversee and mentor HR Generalist‑level employees as needed based on business demands.
Carries out special assignments or projects as directed by the HR Manager or leadership.
Special assignments or tasks assigned to the employee by their supervisor, as determined from time to time in their sole and complete discretion.