Principal Human Resources Business Partner - M&A

Marathon Petroleum Corporation•Findlay, OH

18d•$141,300 - $212,000

About The Position

The Principal Human Resources Business Partner (M&A) serves as the Human Resources subject matter expert and lead coordinator for Marathon Petroleum’s merger and acquisition activities. The role is the primary HR contact for enterprise-wide transactions, partnering with Business Development from early deal thesis through post-merger integration. It conducts HR due diligence to identify workforce risks and labor liabilities and acts as the single point of contact for HR Centers of Excellence, coordinating talent retention, total rewards alignment, and organizational design. The position supports deal value, limits operational disruption, and helps harmonize cultures for long-term transaction success. The role calls for an experienced, business-minded HR professional who builds relationships and brings sound judgment, an independent perspective, and the ability to influence people and business decisions. It develops business literacy and partnerships across an evolving organization whose employees work in corporate offices, field locations, and remote environments across multiple time zones. The position is based in San Antonio, Texas, with additional listed locations in Denver, Colorado; Findlay, Ohio; and Houston, Texas.

Requirements

Bachelor’s degree required.
Ten or more years of related HR experience required.
Strong time-management, organizational, and project-management skills, with the ability to work collaboratively and independently across multiple priorities.
Strong collaboration, consultation, and relationship-management skills, including the ability to build effective working relationships with internal clients, external partners, and employees at all levels.
Analytical skills and the ability to assess business impact and recommend practical actions based on findings and organizational priorities.
Proficient knowledge of Microsoft Office applications, including Word, Excel, and PowerPoint.
Ability to work through ambiguity and limited information while engaging clients to reach clarity and alignment.
Ability to work effectively in a fast-paced, high-output environment with changing priorities and deadlines.
Ability to apply sound judgment, business context, and practical guidance to people and business decisions.
Ability to quickly build understanding of energy industry, business, and HR-related subject matter.
Detail orientation and analytical discipline to support accurate, thoughtful, well-reasoned recommendations.
Ability to collaborate and build productive relationships across teams, functions, and organizational levels.

Nice To Haves

Degree in Human Resources, Labor & Industrial Relations, or a related field.
Human Resources Business Partner experience.
Prior experience supporting merger and acquisition activities.
Experience in petroleum, utilities, manufacturing, or a related field.

Responsibilities

Support the full deal lifecycle, including HR due diligence, integration strategy, organizational design, cultural harmonization, and cross-functional HR alignment.
Lead HR merger and acquisition activities, set priorities, oversee execution, and ensure high-quality, timely deliverables.
Maintain strict confidentiality regarding M&A activities, target company data, employee information, and sensitive business discussions.
Serve as the single point of contact between the deal team, HR Business Partners, and Centers of Excellence; collaborate with Total Rewards, HR Data, Labor Relations, and Legal on transitional service agreements.
Develop governance, standard processes, frameworks, and playbooks to support repeatable, agile, and streamlined M&A execution.
Implement M&A-related HR strategies aligned with business needs through influence and change management.
Build and maintain relationships with HR peers and leaders to drive business results and anticipate talent and organizational needs.
Interpret and administer HR policies and programs relating to employment, compensation, benefits, employee relations, talent processes, and other people matters; provide practical, consistent guidance aligned with business needs and enterprise HR priorities.
Serve as an escalation resource and advisor on complex M&A-related HR issues, balancing business needs, employee considerations, risks, compliance, and resources.
Develop, lead, or assist with special projects, enterprise HR initiatives, and process improvements; assess business impact and recommend actions based on findings, funding, and organizational priorities.
Promote and foster inclusion and opportunity in the workplace.