Sr Manager, HR Business Partner, Rodeo Renewable Energy Complex

Phillips 66; Hercules (CA); On-site; USD 181,000 - 221,000; Full time

Job summary

Phillips 66 is hiring a Senior Manager, HR Business Partner for the Rodeo Renewable Energy Complex in California. You will lead the refinery’s HR strategy, partner with leadership on organizational design and culture, and own labor/employee relations, including bargaining, investigations, and policy enforcement.

You will build and develop a high‑performing HR team, coordinate with Legal, HSE, and other partners, and drive talent planning, onboarding, and HR operations for a future‑ready

Qualifications

• Bachelor’s degree in Human Resources, Labor/Industrial Relations, Business, or related field.
• 7+ years of progressive human resources experience, including HR business partner and/or labor/employee relations responsibilities.
• Experience with collective bargaining agreement negotiation and administration, grievance and arbitration processes, and union‑represented workforce management.
• Travel up to 15%, operate company vehicle on site premises and/or public roads.
• Must be willing to obtain TWIC (Transportation Worker Identification Credential).
• Eligible to work legally in the United States.

Responsibilities

• Lead the overall HR strategy for the refinery as the top HR leader on site, translating business objectives into an integrated people plan.
• Serve as a trusted member of the refinery leadership team, advising on organizational design and culture using HR data and insights.
• Own the site’s labor and employee relations agenda, including collective bargaining negotiation and administration, investigations, and regulatory responses.
• Build, coach, and develop a diverse HR team with clear goals and feedback.
• Collaborate across HR centers of expertise, operations, Legal, Health and Safety to deliver integrated solutions on talent, rewards, and experience.
• Lead talent management and workforce planning, including talent reviews, succession planning, and onboarding.
• Oversee HR operations and compliance, headcount management, HR systems, data integrity, and training.
• Guide leaders through high-stakes HR and change situations with calm direction.
• Champion an inclusive, engaging culture aligned with Lead Forward and Our Energy in Action.

Skills

HR Business Partner

Labor/Employee Relations

Leadership

HR Strategy

Data-driven HR

Education

Bachelor’s degree in HR or related field

Valid driver’s license

Tools

SAP SuccessFactors

Job description

Phillips 66 & YOU - Together we can fuel the future

As the Senior Manager, 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.

What You’ll Do

• 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.

What You’ll Bring – Required

• 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%
  • Operate company vehicle on site premises and/or public roads
  • Work extended hours, which may include evenings, weekends, and holidays, and perform occasional on‑call duties.
  • 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).

What Makes You Stand Out – Preferred

• 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.

Compensation Range

This position has a base salary range of $180,900 – $221,100.

The Rodeo Renewable Energy Complex is a state‑of‑the‑art facility processing renewable feedstocks (waste oils, fats, greases, and vegetable oils) to produce vital transportation fuels, including renewable diesel and sustainable aviation fuels for California, Oregon, Washington, and British Columbia. The Rodeo facility has been providing energy and improving lives since 1896. The conversion from crude oil to renewable feedstocks was completed in early 2024, enabling the production of lower carbon‑intensity transportation fuels. The converted facility reduces lifecycle carbon emissions by approximately 65% — the equivalent of taking 1.4 million cars off California roads each year. The Rodeo Renewable Energy Complex is Fueling the Future of the next generation of cutting‑edge liquid fuels production and beyond.

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.

Benefits

At Phillips 66, we are proud to offer attractive and high‑quality benefits which we refer to as Total Rewards. Additional information on Total Rewards.

Compensation

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 Times for 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 pursue excellence.

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