Manager Field Human Resources

Job Summary:

The Human Resources Manager serves as a key member of the Site Leadership Team and strategic HR partner for TPCs Houston Operations and Port Neches Terminal locations. This role is responsible for translating business priorities into practical people strategies that strengthen safety culture improve leadership capability build workforce readiness and support reliable execution across the sites.

TPC depends on disciplined operations strong leadership capable teams and a culture where safety and accountability are lived every day. The HR Manager plays a critical role in making that happen. This position works directly with site leadership to strengthen the organizations talent culture and leadership practices while supporting the practical realities of a complex industrial environment.

The HR Manager will partner closely with plant leadership to support operational discipline talent development employee relations workforce planning compliance labor relations and change management while reinforcing a culture of accountability safety ownership and continuous improvement. This role is ideal for an HR leader who wants to be close to the business influence decisions solve real workforce challenges and help build the leadership and talent capability needed for long-term success.

Job Duties and Responsibilities:

• Partner with plant and functional leaders to understand business priorities workforce challenges and operational needs then develop practical HR solutions that support site performance safety reliability and culture.
• Serve as an active member of the Plant Leadership Team contributing to broader site priorities including safety performance operational discipline employee engagement emergency readiness workforce capability and organizational effectiveness.
• Champion and reinforce a culture where environmental health and safety expectations are understood modeled and embedded into everyday leadership behaviors and employee decision-making.
• Coach supervisors managers and leaders to improve their effectiveness as people leaders including performance management employee communication accountability conflict resolution feedback and team development.
• Build trusted relationships across all levels of the organization from hourly employees and frontline supervisors to plant leadership and corporate executives while maintaining credibility confidentiality and sound judgment.
• Lead and support employee relations matters investigations disciplinary actions grievance responses terminations accommodations and other sensitive workplace issues with fairness consistency and appropriate urgency.
• Partner with leaders to assess current and future talent needs strengthen succession planning support retention strategies and improve the organizations ability to attract develop and retain critical talent.
• Work closely with Recruiting and business leaders to support talent acquisition for key roles particularly leadership professional technical and hard-to-fill positions within the sites.
• Identify capability gaps and support learning development and leadership effectiveness initiatives that improve individual team and organizational performance.
• Support change management efforts by helping leaders communicate effectively anticipate workforce impacts manage resistance and reinforce the behaviors needed for successful execution.
• Provide guidance on policy interpretation employment law labor relations HR practices and compliance requirements while balancing business needs risk fairness and consistency.
• Maintain strong working knowledge of applicable federal state and local employment laws HR best practices labor relations considerations and trends affecting industrial and manufacturing workforces.
• Partner with the broader HR team on company-wide initiatives programs systems reporting metrics and process improvements that improve HR service delivery and business impact.
• Use data metrics employee feedback and business insight to identify trends diagnose issues and recommend actions that improve workforce effectiveness and leadership decision-making.
• Support continuous improvement by identifying opportunities to simplify processes improve leader capability strengthen employee experience and increase HRs impact on business outcomes.
• Perform other duties as assigned.

Required Qualifications:

• Completion of an undergraduate degree in Human Resources Management Business Psychology or a related field is required
• Minimum of 8 years of experience in Human Resource Management
• Knowledge of state and federal laws and requirements
• Able to travel up to 25% of the time between Houston and Port Neches TX sites

Preferred Qualifications:

• Excellent customer service and interpersonal communication skills
• Ability to work across all levels of the organization including hourly employees Shift Supervisors Managers and Executives.
• Capability to identify and develop process improvements
• Capacity to consider strategic implications while executing tactically
• High level of initiative and strong problem-solving skills
• Knowledge of an HRIS and other HR talent management systems
• Intermediate Microsoft Office (Word Excel PowerPoint) skills
• Able to work on a broad variety of projects
• Strong business skills outside of the Human Resources discipline
• Exercises effective judgment sensitivity and creativity to changing needs and situations
• Experience working in a petrochemical plant or oil refinery and union environments
• Tactfully dispenses direct and actionable feedback; deals head-on with people problems and prickly situations.

All applicants must be eligible to work for any employer in the United States without needing any company sponsorship.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information please review theKnow Your Rightsnotice from the Department of Labor.

Required Experience:

Manager