Advisor, HRBP Field Operations - Borger, TX Refinery

Socket.dev; Borger (TX); On-site; USD 109,000 - 133,000; Full time

Benefits offered by this job

VCIP bonus

401k company match

Pension

Medical, Dental, Vision benefits

Well-being programs

Job summary

Phillips 66 is seeking an Advisor, HRBP Field Operations based at the Borger Refinery in Borger, Texas. The role partners with business leaders to align people strategies with business objectives and drives workforce planning, organizational design, and leadership coaching to build high-performing teams.

You will collaborate with Centers of Excellence and service partners to implement enterprise processes while ensuring policy adherence and data-informed decision making across the organization.

Qualifications

• Legally authorized to work in the job posting country.
• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 3 or more years of exempt-level experience in Human Resources or a related field.
• 1 or more years of experience in a consultative HR Business Partner role supporting senior leaders and/or executive-level clients.

Responsibilities

• Partner with business leaders to understand business objectives and shape and execute integrated people strategies that enable those objectives.
• Assess the organizational and talent implications of strategic options being evaluated by the BU/Function and advise executives on recommended people actions.
• Understand the talent needs of the BU/Function and lead and facilitate strategic workforce planning to ensure the right capabilities and capacity are in place for current and future needs.
• Lead and facilitate organizational design discussions with leaders to ensure structure, capabilities, and talent pipelines align with long-term business objectives.
• Provide thought partnership and coaching to senior leaders on leadership effectiveness, team dynamics, and application of HR policies, practices, and procedures.
• Partner closely with HR Centers of Excellence (Talent, Total Rewards, HR Operations, OEIA/I&D) and service delivery partners to shape and implement enterprise processes and programs in ways that meet Corporate Staffs’ needs while maintaining enterprise standards.
• Monitor organizational health through data, KPIs, and BU/Function performance; use insights to inform recommendations and drive action.
• Drive the consistent delivery of enterprise talent standards and processes (e.g., performance management, talent reviews, engagement actions).
• Shape and deploy engagement and culture initiatives, using insights from data and leader feedback to tailor actions for Corporate Staffs.
• Lead the end-to-end succession and talent review process for supported executives; identify and advocate for high-potential and diverse talent, and partner with leaders and the Talent CoE on development and movement plans.
• Proactively identify talent, organizational, and culture issues before they impact the business and recommend data-informed solutions.
• Represent BU/Function talent interests within the broader organization, ensuring alignment with enterprise priorities and the Grow Your Career framework.
• Provide HR directions, consultation, and advice to BU/Function leadership teams on a wide range of people matters (e.g., performance, rewards, employee relations, organizational change).
• Support activities related to negotiating, maintaining and ensuring adherence to CBAs; participates in union grievance management, and provides direction and support to management on employee and labor relations including discipline, application of CBAs, grievances, and arbitrations.
• Support investigation of workplace policy violation and advise management on options to prevent/remediate issues that impact moral, productivity, and organizational performance; determine, gather, and analyze information to evaluate workplace issues.

Skills

HRBP leadership

Leadership coaching

Stakeholder management

Data-driven decisions

Education

Bachelor’s degree in HR, BA or related

Master’s degree in HR/related field

Tools

HRIS

People analytics tools

Job description

Phillips 66 & YOU - Together we can fuel the future

The Advisor, HRBP Field Operations is based at the Borger Refinery in Borger, Texas. This position supports the execution of people strategies in alignment with the overall business strategy for the organization and provides specialized, professional labor and employee relations support to key stakeholders. The HRBP provides professional guidance on matters involving represented and non-represented employees, as applicable to the business. This may include interpreting and applying collective bargaining agreement provisions, supporting grievance and dispute-resolution processes, advising on performance and conduct concerns, participating in investigations, and helping leaders manage workplace issues in a fair, consistent, and well-documented manner.

The HRBP will serve as a trusted advisor to business leaders on a variety of people matters within a dynamic business environment. This role delivers consultative HR support, drives organizational effectiveness, and helps leaders build high-performing, inclusive teams. The HRBP collaborates closely with HR Centers of Excellence (e.g., Talent, Total Rewards, HR Operations, OEIA/I&D) to shape and implement enterprise programs in a way that meets the needs of the business while maintaining enterprise standards.

What You’ll Do

• Partner with business leaders to understand business objectives and shape and execute integrated people strategies that enable those objectives.
• Assess the organizational and talent implications of strategic options being evaluated by the BU/Function and advise executives on recommended people actions.
• Understand the talent needs of the BU/Function and lead and facilitate strategic workforce planning to ensure the right capabilities and capacity are in place for current and future needs.
• Lead and facilitate organizational design discussions with leaders to ensure structure, capabilities, and talent pipelines align with long-term business objectives.
• Provide thought partnership and coaching to senior leaders on leadership effectiveness, team dynamics, and application of HR policies, practices, and procedures.
• Partner closely with HR Centers of Excellence (Talent, Total Rewards, HR Operations, OEIA/I&D) and service delivery partners to shape and implement enterprise processes and programs in ways that meet Corporate Staffs’ needs while maintaining enterprise standards.
• Monitor organizational health through data, KPIs, and BU/Function performance; use insights to inform recommendations and drive action.
• Drive the consistent delivery of enterprise talent standards and processes (e.g., performance management, talent reviews, engagement actions).
• Shape and deploy engagement and culture (OEIA/I&D) initiatives, using insights from data and leader feedback to tailor actions for Corporate Staffs.
• Lead the end-to-end succession and talent review process for supported executives; identify and advocate for high-potential and diverse talent, and partner with leaders and the Talent CoE on development and movement plans.
• Proactively identify talent, organizational, and culture issues before they impact the business and recommend data-informed solutions.
• Represent BU/Function talent interests within the broader organization, ensuring alignment with enterprise priorities and the Grow Your Career framework.
• Provide HR directions, consultation, and advice to BU/Function leadership teams on a wide range of people matters (e.g., performance, rewards, employee relations, organizational change).
• Support activities related to negotiating, maintaining and ensuring adherence to CBAs; participates in union grievance management, and provides direction and support to management on employee and labor relations including discipline, application of CBAs, grievances, and arbitrations.
• Support investigation of workplace policy violation and advise management on options to prevent/remediate issues that impact moral, productivity, and organizational performance; determine, gather, and analyze information to evaluate workplace issues.

What You’ll Bring – Required

• Legally authorized to work in the job posting country
• Bachelor’s degree in Human Resources, Business Administration, or related field
• 3 or more years of exempt-level experience in Human Resources or a related field
• 1 or more years of experience in a consultative HR Business Partner role supporting senior leaders and/or executive-level clients

What Makes You Stand Out – Preferred

• Master’s degree in Human Resources, Business Administration, or a related field
• Experience developing and implementing effective, measurable people strategies that translate business strategy into clear people outcomes
• Effective management of diverse stakeholders with different needs and perspectives; strong influencing skills
• Excellent verbal and written communication skills, with the ability to simplify complexity and tailor messages to various audiences
• Strong problem-solving and decision-making skills, with the ability to balance risk, compliance, and business needs
• Experience with the analysis and application of data to support decision-making and to drive organizational and talent insights
• Broad HR technical expertise and systems knowledge (e.g., talent management, total rewards, employee relations, organization effectiveness)
• Experience working in Oil & Gas or a related industry

Compensation Range

This position has a base salary range of $108,900 - $133,100.

At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role’s requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.

Total Rewards

At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being — physical, emotional, social, and financial — is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results — personally and professionally. Benefits for certain eligible, full-time employees include:

• Annual Variable Cash Incentive Program (VCIP) bonus
• 8% 401k company match
• Cash Balance Account pension
• Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP
• Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services

Learn more about Phillips 66 Total Rewards.

Phillips 66 has more than 140 years of experience in providing the energy that enables people to dream bigger and go farther, faster. We are committed to improving lives, and that is our promise to our employees and our communities. We are sustained by the backgrounds and experiences of our diverse teams, which reflect who we are, the environment we create and how we work together. We have been recognized by the Human Rights Campaign, U.S. Department of Labor and the Military Timesfor our continued commitment to inclusive practices and policies in the hiring and retention of those in the LGBTQ+ community and military veterans. Our company is built on values of safety, honor and commitment. We call our cultural mindset Our Energy in Action, which we define through four simple, intuitive behaviors: We work for the greater good, cultivate an environment of trust, seek different perspectives and pursueexcellence.

Learn more about Phillips 66 and how we are working to meet the world's energy needs today and tomorrow, by visiting phillips66.com.

Phillips 66 is an Equal Opportunity Employer