Sr Labor Employee Relations / HR Business Partner Manager, Rodeo Refinery

Phillips 66

1d•Onsite

About The Position

As the Senior Manager, Labor Employee Relations / HR Business Partner, you will serve as the senior human resources and labor and employee relations leader for the site. You will partner closely with the refinery leadership team to turn business strategy into an integrated people plan, shaping workforce strategy, culture, and organizational design while ensuring compliance and managing risk. In this role, you will lead a high-performing HR team, guide complex labor and employee relations matters, and help create an inclusive, high-engagement workplace where people can do their best work. At Phillips 66, Lead Forward is our leadership approach. It defines how leaders show up, make decisions, and support their teams while delivering results in a complex, fast‑changing environment. Leaders at this level focus on setting clear direction, building trust, and helping their teams succeed. You’re expected to act with integrity, make timely and thoughtful decisions, and take ownership of outcomes while supporting collaboration across teams. This role is about leading people well, even when priorities change or the path forward isn’t always clear.

Requirements

Legally authorized to work in the job posting country.
Bachelor’s degree in Human Resources, Labor/Industrial Relations, Business, or a related field.
Possess a valid driver's license.
7 or more years of progressive human resources experience, including HR business partner and/or labor/employee relations responsibilities.
Intermediate proficiency working with collective bargaining agreement negotiation and administration, grievance and arbitration processes, and union-represented workforce management.
Must be willing and able, with or without reasonable accommodations, to comply with the following: Travel up to 15%
Must be willing and able, with or without reasonable accommodations, to comply with the following: Operate company vehicle on site premises and/or public roads
Must be willing and able, with or without reasonable accommodations, to comply with the following: Work extended hours, which may include evenings, weekends, and holidays, and perform occasional on-call duties.
Must be willing and able, with or without reasonable accommodations, to comply with the following: Maintain face daily for proper respirator/face mask seal. (some examples include being free of facial hair and/or clean shaven)
Willing and able to obtain a Transportation Worker Identification Card (TWIC).

Nice To Haves

Master’s degree in Human Resources, Labor/Industrial Relations, Business, or a Juris Doctor.
3 or more years of experience leading people and managing team resources.
10 or more years of HR experience, including leadership roles as the senior HR leader for a site or business unit.
Experience working in a complex industrial, manufacturing, or refining environment.
Senior-level credibility as a labor and employee relations subject-matter expert, including experience interacting with agencies such as the Equal Employment Opportunity Commission, Department of Labor, and National Labor Relations Board.
Certification such as SPHR or SHRM-SCP.
Experience in a process safety management (PSM) environment.
Demonstrated success leading transformational change, organizational design, and workforce planning in a complex, matrixed industrial setting.
Proficiency with HR information systems such as SAP SuccessFactors or equivalent HRIS and with HR analytics and reporting alongside AI usage.
A track record of building inclusive, high-performing HR teams and scaling modern leadership behaviors that align with the Lead Forward model.

Responsibilities

Lead the overall HR strategy for the refinery as the top HR leader on site, translating business objectives into an integrated people plan that aligns with corporate HR frameworks and reflects sound, transparent decision making.
Serve as a trusted member of the refinery leadership team, advising on organizational design, workforce structure, and culture, and using HR data and insights to balance the needs of multiple stakeholders.
Own the site’s labor and employee relations agenda, including collective bargaining agreement negotiation and administration, grievance and arbitration management, investigations, and regulatory agency responses, ensuring consistent, fair application of policies and mitigation of people-related risk.
Build, coach, and develop a diverse HR team, setting clear goals, aligning priorities, providing feedback, and recognizing contributions so the team operates as a cohesive, accountable partner to the business.
Collaborate across HR centers of expertise, operations, Legal, Health and Safety, and other partners to remove obstacles, coordinate change initiatives, and deliver integrated solutions on talent, rewards, and employee experience.
Lead the site talent management and workforce planning cycle, including talent reviews, succession and bench-strength planning, and individual development plans, while overseeing talent acquisition and onboarding to build a future-ready workforce.
Oversee HR operations and compliance for the refinery, including headcount management, HR systems and data integrity, HR reporting, and mandatory training, continuously improving processes to increase efficiency and reliability.
Guide leaders and employees through complex, high-stakes HR, labor, and change situations by providing calm, clear direction, framing options in ambiguous circumstances, and helping the organization adapt productively.
Champion an inclusive, engaging culture aligned with Our Energy in Action and Lead Forward, modeling integrity, promoting open communication, and leading site-level engagement and culture initiatives.