Human Resources Manager

Vallourec North America•Houston, TX

About The Position

At Vallourec, we are seeking individuals whose passion and dedication match the strength and resilience of the steel we produce. The Human Resources Manager serves as a strategic partner, aligning the organization’s people strategy with its business objectives. This role leads the execution of high-impact HR initiatives, including strategic project implementation, performance and engagement programs, talent and succession planning, leadership development, and change management. Additionally, the HR Manager oversees HR operations, compliance, investigations, and budget effectiveness. By collaborating closely with senior leadership, this position drives organizational capability, fosters a high-performance culture, and ensures sustainable growth.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required.
Proficiency with HRIS and ATS platforms (Workday, SAP SuccessFactors, Oracle, UKG, etc.).
Experience with learning systems (LMS) and people analytics/reporting tools.
Advanced Excel proficiency (pivot tables, VLOOKUP/XLOOKUP, modeling).
Experience with data visualization platforms (Power BI, Tableau) for dashboard and KPI reporting.
Solid knowledge of U.S. employment laws; Texas-specific experience is a plus.
Fluency in English required, Spanish as a second language is a plus.

Nice To Haves

Master’s degree preferred.
Professional certifications strongly preferred in PHR, SPHR, SHRM-CP, SHRM-SCP.

Responsibilities

Strategic HR Leadership & Business Partnership: Partner with senior HR leadership to define and execute annual people strategy and roadmap linked to financial, operational, and customer goals. Facilitate quarterly talent reviews, succession planning, and organizational capability assessments. Advise leaders on org design (spans/layers), role clarity, decision-rights, and change readiness.
Workforce Planning & Talent Acquisition: Lead headcount planning, staffing models, and build talent strategies based on demand forecasts. Support recruiting lifecycle in partnership with the Talent Acquisition team (intake, sourcing, interviewing, offers, onboarding) ensuring quality-of-hire and time-to-fill targets
Performance Management & Culture: Manage performance cycles (goal setting, check-ins, reviews), calibrations, and merit planning Develop and implement strategies for people engagement and retention Coach leaders on feedback, accountability, and high-performance behaviors; manage PIPs and development plans Support global annual engagement surveys; facilitate action planning and track improvements
Compensation: Partner with Compensation to maintain market-competitive pay structures, pay equity, and annual merit/bonus cycles In partnership with Compensation, conduct job evaluations, salary benchmarking, and internal parity analyses Conduct offer analysis and retention packages
Employee Relations, Compliance & Risk: Lead employee relations: investigations, conflict resolution, corrective actions; ensure fair, consistent practices Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, etc.) Maintain policy governance, handbook updates, and manager training; prepare for audits and regulatory inquiries Partner with Legal and Compliance on complex cases, severance, accommodations, and risk mitigation strategies
Diversity, Equity & Inclusion: Integrate DE&I principles into talent acquisition, performance, development, and succession practices Track representation, hiring, promotion, pay equity, and inclusion metrics; drive targeted intervention Partner with affinity groups and external community partners to strengthen inclusion and outreach
HR Operations, Technology & Analytics: Own HR processes (onboarding, data integrity, personnel files, time & attendance, leaves, terminations) Analyze KPI trends (attrition, engagement, absence, hiring, etc.) and present insights to leadership Drive continuous improvement/Lean initiatives to reduce cycle times and improve employee experience
Change Management & Communications: Develop and execute change plans for reorganizations, new systems, and policy shifts (stakeholder mapping, communications, training) Create clear, empathetic communications for HR programs; equip managers with toolkits and talking points Measure adoption and effectiveness; iterate based on feedback and outcomes
Vendor & Budget Management: Own HR budget planning and monitoring; track ROI and cost-per-initiative; optimize spend