Energy Transfer
Human Resources Manager
The Human Resources Manager will serve as a strategic business partner to senior leadership, designing and executing people-centric solutions that align with organizational goals. This role oversees the full HR lifecycle while leveraging data and best practices to foster a high-performance, engaged workforce. Essential Duties & Responsibilities Strategic HR Partnership Act as a trusted advisor to leadership, influencing decisions on organizational design, workforce planning, and culture initiatives. Coach managers on best practices for performance management, career development, and employee recognition. Employee Relations & Performance Management Lead conflict resolution: conduct thorough investigations, mediate disputes, and recommend fair, consistent outcomes. Manage progressive discipline processes, ensuring policies are applied equitably and documented accurately. Facilitate performance review cycles, including goal-setting workshops, calibration sessions, and performance improvement plans. HR Policy, Compliance & Reporting Draft, update, and communicate HR policies and the employee handbook to ensure legal compliance (FMLA, ADA, EEO, OSHA). Maintain HRIS data integrity, generate dashboards on turnover, headcount, diversity metrics, and other KPIs. Prepare for audits and collaborate with Legal and Finance to fulfill reporting obligations. Employee Development & Engagement Plan and deliver training sessions on leadership, inclusion, performance improvement, and regulatory topics. Conduct exit interviews, analyze feedback, and partner with leadership on retention strategies. Special Projects & Cross-Functional Initiatives Lead or contribute to projects such as change management rollouts, system implementations, and continuous process improvements. Represent HR in executive and administrative meetings, presenting updates, insights, and recommendations. Manage ad-hoc projects and priorities, adapting to shifting business needs and tight timelines. Required Skills & Qualifications Education & Certification Bachelor's degree in Human Resources, Business Administration, or related field Preferred: SHRM-CP/SHRM-SCP, PHR/SPHR, or Prosci Change Management certifications. Minimum of eight years as an HR generalist or HRBP, with a proven track record in employee relations, performance management, and program administration. Comfortable with up to 25% travel, including overnight stays, to support field locations and satellite offices. Technical Proficiency Solid experience with HRIS platforms (e.g., Workday, ADP, Oracle) and advanced skills in Microsoft Office Suite. Data-driven mindset with the ability to extract insights from HR metrics and benchmark studies. Core Competencies Exceptional interpersonal, coaching, and conflict-resolution skills; able to influence at all organizational levels. Demonstrated integrity and discretion in handling sensitive information. Strong project management skills, adept at juggling competing deadlines and shifting priorities. Self-motivated, solution-oriented, and comfortable working in a fast-paced, service-driven environment. Additional Requirements Outstanding written and verbal communication skills, capable of presenting HR topics to diverse audiences. Ability to thrive in a culture of change, supporting field personnel with empathy and efficiency. Working Conditions In-office working conditions. Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing. Occasional overnight travel may be requested. Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment. Participation in rotating after hours on-call schedule required.
The Human Resources Manager will serve as a strategic business partner to senior leadership, designing and executing people-centric solutions that align with organizational goals. This role oversees the full HR lifecycle while leveraging data and best practices to foster a high-performance, engaged workforce. Essential Duties & Responsibilities Strategic HR Partnership Act as a trusted advisor to leadership, influencing decisions on organizational design, workforce planning, and culture initiatives. Coach managers on best practices for performance management, career development, and employee recognition. Employee Relations & Performance Management Lead conflict resolution: conduct thorough investigations, mediate disputes, and recommend fair, consistent outcomes. Manage progressive discipline processes, ensuring policies are applied equitably and documented accurately. Facilitate performance review cycles, including goal-setting workshops, calibration sessions, and performance improvement plans. HR Policy, Compliance & Reporting Draft, update, and communicate HR policies and the employee handbook to ensure legal compliance (FMLA, ADA, EEO, OSHA). Maintain HRIS data integrity, generate dashboards on turnover, headcount, diversity metrics, and other KPIs. Prepare for audits and collaborate with Legal and Finance to fulfill reporting obligations. Employee Development & Engagement Plan and deliver training sessions on leadership, inclusion, performance improvement, and regulatory topics. Conduct exit interviews, analyze feedback, and partner with leadership on retention strategies. Special Projects & Cross-Functional Initiatives Lead or contribute to projects such as change management rollouts, system implementations, and continuous process improvements. Represent HR in executive and administrative meetings, presenting updates, insights, and recommendations. Manage ad-hoc projects and priorities, adapting to shifting business needs and tight timelines. Required Skills & Qualifications Education & Certification Bachelor's degree in Human Resources, Business Administration, or related field Preferred: SHRM-CP/SHRM-SCP, PHR/SPHR, or Prosci Change Management certifications. Minimum of eight years as an HR generalist or HRBP, with a proven track record in employee relations, performance management, and program administration. Comfortable with up to 25% travel, including overnight stays, to support field locations and satellite offices. Technical Proficiency Solid experience with HRIS platforms (e.g., Workday, ADP, Oracle) and advanced skills in Microsoft Office Suite. Data-driven mindset with the ability to extract insights from HR metrics and benchmark studies. Core Competencies Exceptional interpersonal, coaching, and conflict-resolution skills; able to influence at all organizational levels. Demonstrated integrity and discretion in handling sensitive information. Strong project management skills, adept at juggling competing deadlines and shifting priorities. Self-motivated, solution-oriented, and comfortable working in a fast-paced, service-driven environment. Additional Requirements Outstanding written and verbal communication skills, capable of presenting HR topics to diverse audiences. Ability to thrive in a culture of change, supporting field personnel with empathy and efficiency. Working Conditions In-office working conditions. Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing. Occasional overnight travel may be requested. Occasional visits to industrial/manufacturing settings, which may include exposure to various materials and chemicals, as well as extreme temperature conditions and loud machinery, and require appropriate personal protective equipment. Participation in rotating after hours on-call schedule required.