Human Resources Manager (On site)

Energy Transfer•Dallas, TX

1d•Onsite

About The Position

The Human Resources Manager will serve as a strategic business partner to support the alignment of operational goals and strategies through talent management. This role works closely with operational management to develop and manage employee matters. Energy Transfer is a large organization recognized by Forbes as one of America's best large employers, dedicated to responsibly and safely delivering America’s energy. They are driven to inspire employees to create superior value for customers, investors, a sustainable future, and giving back to the community. The company values its employees and offers industry-leading compensation, comprehensive benefits, 401(k) match with profit sharing, PTO, and abundant career opportunities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
Experience working in oil & gas, manufacturing, energy services, or similar industries
Proven success supporting a large, matrixed organization or multi-site workforce
Ability to support large employee populations and groups based in multiple geographic regions with the ability to travel as required
Minimum of 8 years of experience in an HR generalist or HRBP, with a proven track record in employee relations, performance management, and program administration.
Solid experience with HRIS platforms (e.g., Workday, ADP, Oracle) and advanced skills in Microsoft Office Suite.
Data-driven mindset with the ability to extract insights from HR metrics and benchmark studies.
Exceptional interpersonal, coaching, and conflict-resolution skills; able to influence at all organizational levels.
Demonstrated integrity and discretion in handling sensitive information.
Strong project management skills, adept at juggling competing deadlines and shifting priorities.
Self-motivated, solution-oriented, and comfortable working in a fast-paced, service-driven environment.
Ability to build strong relationships in an operational setting through high visibility, approachability, and hands-on support.
Capability to navigate the complexities and pace of industrial or field-based environments while maintaining compliance and engagement.
Comfort operating within established systems and structures typical of larger corporate environments while delivering site-specific HR solutions.
Outstanding written and verbal communication skills, capable of presenting HR topics to diverse audiences.
Ability to thrive in a culture of change and to manage multiple competing projects and priorities

Nice To Haves

SHRM-CP/SHRM-SCP, PHR/SPHR
Comfortable with 25% to 30% travel, including overnight stays, to support field locations and satellite offices.

Responsibilities

Act as a trusted advisor to leadership, influencing decisions on organizational design, workforce planning, and culture initiatives.
Coach managers on best practices for performance management, career development, and employee recognition.
Partner closely with field and operations leadership to support workforce needs and drive employee engagement.
Leverage experience to support effective decision-making and consistent HR practices.
Lead conflict resolution: conduct thorough investigations, mediate disputes, and recommend and enforce fair and consistent resolutions.
Manage progressive discipline processes in accordance with Company policies. Ensure equitable and consistent practices are applied.
Serve as the point of contact for employee relations matters, providing timely support across multiple geographic areas.
Apply sound judgment and promote practices that align with local, state, and federal laws and regulations.
Communicate and apply HR policies to ensure legal and regulatory compliance (FMLA, ADA, EEO, OSHA).
Ensure full compliance with safety, reporting, and labor standards common to oil & gas, manufacturing, and other highly regulated industries.
Maintain accurate and timely HR reporting metrics to identify trends and recommend action.
Plan and deliver training sessions on leadership, performance improvement, and other HR focused activities.
Conduct exit interviews, analyze feedback, and partner with leadership on retention strategies.
Support workforce development initiatives tailored to a skilled trade, field-based, or industrial workforce.
Lead or contribute to projects such as change management rollouts, system implementations, and continuous process improvements.
Represent HR in executive and administrative meetings, presenting updates, insights, and recommendations.
Manage ad-hoc projects and priorities, adapting to shifting business needs and tight timelines.
Collaborate across multiple functions to support enterprise-wide initiatives.