Human Resources Director - Finance & Accounting Organization

Marathon Petroleum Corporation•Findlay, OH

About The Position

The Human Resources Director serves as the strategic HR partner to the MPC and MPLX Chief Financial Officers and their leadership teams. The role provides HR expertise and leadership to align talent, organizational, and workforce strategies with business priorities. It drives organizational effectiveness, leadership capability, workforce readiness, and business performance by advising senior leaders and leading integrated HR solutions in partnership with business leaders and HR Centers of Excellence. The position may be based in Findlay, Ohio, or Houston, Texas; Findlay is the preferred primary location. Travel is required throughout the year to meet with clients and other key stakeholders, approximately 15–25%, and may increase as business needs require.

Requirements

Bachelor’s degree required; a degree in Human Resources, Business Administration, Labor & Industrial Relations, or a related field is specified.
Ten years of broad HR experience required.
Knowledge and understanding of business, HR processes, and organizational processes, with the ability to think strategically and analytically.
Advanced relationship-management experience, including building effective working relationships and partnerships with employees at all levels.
Ability to influence through understanding business strategy, using data, and considering risk tolerance.
Ability to develop, coach, and support a team.
Ability to work with ambiguity and limited information and engage clients to reach clarity.
Ability to communicate effectively at all levels of the organization.
Results-oriented, able to work independently and collaboratively to meet organizational needs and goals.
Ability to manage multiple projects and organizational needs simultaneously in a fast-paced, high-output environment.
Ability to adapt to changing priorities and deadlines.
Strong collaboration skills and ability to build working relationships with internal clients and external partners.
High curiosity and eagerness to learn.
Proficient knowledge of Microsoft Office applications, including Word, Excel, and PowerPoint.
Travel of approximately 15–25% is required and may increase with business needs.

Nice To Haves

Supervisory experience.
Experience using workforce analytics, HR technologies, and AI-enabled solutions to inform decisions, enhance workforce insights, and improve organizational effectiveness.
Experience leading organizational design, restructuring, change management, and strategic workforce-planning initiatives in complex business environments.
Executive-level HR partnering experience.
Experience supporting Finance or other corporate functions.
Experience in petroleum, utilities, manufacturing, or a related field.

Responsibilities

Partner strategically with Corporate Finance executive leadership to align talent strategies with business objectives through workforce planning, succession planning, leadership development, organizational design, and change management.
Use workforce analytics, technology, artificial intelligence, and continuous improvement methods to improve talent decisions, organizational effectiveness, and HR service delivery.
Lead, coach, and develop a team of HR Business Partners, guiding them on complex employee relations matters, talent management, organizational challenges, and HR programs, policies, and processes.
Advise business leaders on performance management, employee engagement, workforce planning, organizational effectiveness, talent risks, and other people-related priorities.
Partner with HR Centers of Excellence to design, implement, and execute programs supporting business objectives, including compensation, performance management, leadership and career development, succession planning, and Inclusion & Opportunity initiatives.
Align HR team priorities and deliverables with the CFO strategy and the company’s People Strategy, ensuring initiatives support organizational goals and measurable business outcomes.
Advise senior leaders to build leadership capability, strengthen organizational health, and foster a high-performance culture.
Identify emerging workforce trends, talent risks, and organizational opportunities, and develop proactive strategies for future workforce readiness and business continuity.
Travel throughout the year to meet with clients and key stakeholders, as business needs require.