ONEOK, Inc
Regional Director - HR Business Partner, South
ONEOK, Inc, Dallas, Texas, United States, 75215
#WeAreONEOK
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Fortune 500 company. 100+ years in business. Leading midstream service provider. Safety first. Sustainable operations. Environmentally responsible. Employee focused.
Overview ONEOK is seeking an HRBP Director to support the southern region serving as a champion of culture alignment driving the company’s mission, vision and values, while building a high-performing HRBP regional team. The ideal candidate brings strategic HR expertise, strong stakeholder management, and the ability to influence across teams and functions. This role requires excellent communication, collaboration with HR Centers of Excellence, and a passion for fostering engagement, accountability, and innovation. Experience supporting operations in the Permian Basin is highly preferred, as regional insight will be key to effective partnership. The position may be based in Dallas or Houston.
Responsibilities
Cross-Regional Leadership: Effectively collaborate with Regional HRBP Directors to design and execute programs that support business objectives. Ensure strategic alignment of HR business partnership strategy across regions, optimize processes and address both regional and organization-wide challenges. Foster collaboration and organizational alignment across regional business leadership.
Strategic HR Alignment and Operational Excellence: Use advanced business acumen and deep organizational knowledge of business objectives and challenges to drive HR priorities and initiatives. Collaborate and influence across HR Centers of Excellence to foster a cohesive, results-oriented approach to HR services and delivery that align with business objectives.
Vision Setting and Leadership Development: Execute the vision and strategy for HR business partnership within region. Lead and develop team of HRBPs to achieve measurable business outcomes, balance stakeholder expectations, and align with business SVPs. Foster a high-performing organization that is culturally aligned with the company’s mission, vision and core values.
The Regional HR Business Partner Director will align with and uphold the following key accountabilities across core HR capabilities: Data & Analytics; Analyze workforce trends and key metrics to provide actionable insights that drive strategic decision-making for the region; Leverage data analytics to identify talent gaps, forecast workforce needs, and recommend solutions to optimize HR strategies.
Strategic Partnering: Align HR strategies with business objectives by customizing programs and fostering stakeholder engagement to meet organizational needs. Partner with business leaders to establish overarching HR-related goals for the region, ensuring alignment with broader organizational objectives. Plan workforce needs by forecasting talent requirements, analyzing gaps, and allocating resources effectively for business units.
Organizational Design and Change Management: Drive change management across business units by developing change strategies, communication plans, and managing resistance effectively. Enhance culture and engagement to foster a positive work environment. Optimize organizational design by conducting structural assessments, implementing designs, clarifying roles, and analyzing spans of control.
End-to-end Talent Management Support: Partner with regional leaders and talent acquisition to develop strategies that attract and retain top talent. Strengthen talent management by identifying trends, developing initiatives, and ensuring a robust talent pipeline and succession planning. Promote leadership excellence by addressing talent gaps, fostering development opportunities, and providing targeted solutions aligned with business unit goals. Enhance compensation strategies and address business-specific needs while strengthening employee and labor relations to increase engagement and improve the overall employee experience.
HR Compliance: Implement HR policies at the business unit level by communicating policies effectively, integrating them with business goals, and customizing them to specific needs. Ensure compliance with local, state, and federal laws through proactive issue identification, incident reporting, and corrective action plans.
Key Leadership Responsibilities: Demonstrate exceptional leadership skills, fostering a culture of collaboration, innovation, and strategic alignment. Lead with alignment to the company’s mission, vision, core values, and strategy to foster collaboration, drive innovation, and accelerate impactful change. Build trust with executive and senior leadership by demonstrating a deep understanding of the business and aligning HR support with its strategy and goals. Adapt to various leadership styles, build quick rapport, and effectively partner to achieve business outcomes, scaling HR solutions through strong collaboration within the regional business partnership team. Envision cultural and performance outcomes aligned with the business strategy and develop a practical plan to achieve them. Build a strong team by delegating effectively and developing a strategy for service delivery across all organizational levels. Lead a comprehensive organizational communication approach that creates a shared responsibility and partnership with the business as the services are being delivered. Build trust by collaborating with HR Centers of Excellence to develop the right solutions and provide ongoing guidance and feedback throughout the delivery process. Cultivate and maintain relationships with key stakeholders, ensuring their needs and expectations are addressed while aligning initiatives with business priorities. Engage stakeholders regularly to provide updates, address concerns, and ensure transparency and collaboration in achieving shared objectives. Empower teams and leaders by fostering a culture of ownership and accountability, encouraging innovation, and providing opportunities for growth. Use influence and strong communication skills to advocate for HR strategies and priorities, ensuring alignment with broader organizational goals. Leverage relevant HR knowledge and expertise to assess business challenges and collaborate on solutions that drive positive outcomes, aligning with our HR strategy and applying our HR operating model to build a cohesive, customer-centric HR organization.
Education
Bachelor's Degree in Human Resources, Business Administration, Labor Relations, or a related field.
Master's Degree preferred.
Work Experience
Preferred 10+ years in HR management, with 5+ years in a leadership role.
Proven success in building trust with senior leaders and aligning HR strategies with business goals.
Experience in scaling and delivering HR solutions across regional teams.
Strong track record in managing teams and creating effective service delivery strategies.
Successful collaboration with Centers of Excellence to develop and implement HR solutions, ensuring continuous improvement.
Knowledge, Skills and Abilities
Knowledge of applicable regulatory agencies, governmental laws and regulations.
Ability to lead a team and collaborate.
Ability to leverage business acumen and understanding of the HR organization and its functions, as well as the industry and competitive environment in which the organization operates.
Ability to lead, engage, inspire and influence without direct authority across all levels of the organization.
Ability to collect and synthesize large quantities of quantitative and qualitative data.
Ability to recognize trends and develop recommendations based on data analysis.
Ability to understand and communicate HR policies, processes and talent management practices.
Ability to collaborate and work in a team environment; manage multiple priorities, competing deadlines, and deliver on-time results.
Ability to be self-motivated and self-directed.
Ability to prepare timely, relevant, and understandable written work products substantially free from grammatical, mathematical, and typographical errors.
Ability to maintain strict confidentiality.
Ability to communicate and/or exchange information or instructions, both in writing and verbally; conduct oral presentations.
Licenses and Certifications
Professional in Human Resources (PHR)-HRCI or Senior Professional in Human Resources (SPHR)-HRCI preferred
Strength Factor Rating - Physical Demands/Requirements
Sedentary Work - Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently, to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time.
Strength Factor Description - Physical Demands/Requirements
Standing (Occasionally)
Walking (Frequently)
Sitting (Constantly)
Lifting (Occasionally)
CARRYING (Occasionally)
PUSHING (Occasionally)
PULLING (Occasionally)
Climbing (Occasionally)
Balancing (Occasionally)
Stooping (Occasionally)
Kneeling (Occasionally)
#J-18808-Ljbffr
–
Fortune 500 company. 100+ years in business. Leading midstream service provider. Safety first. Sustainable operations. Environmentally responsible. Employee focused.
Overview ONEOK is seeking an HRBP Director to support the southern region serving as a champion of culture alignment driving the company’s mission, vision and values, while building a high-performing HRBP regional team. The ideal candidate brings strategic HR expertise, strong stakeholder management, and the ability to influence across teams and functions. This role requires excellent communication, collaboration with HR Centers of Excellence, and a passion for fostering engagement, accountability, and innovation. Experience supporting operations in the Permian Basin is highly preferred, as regional insight will be key to effective partnership. The position may be based in Dallas or Houston.
Responsibilities
Cross-Regional Leadership: Effectively collaborate with Regional HRBP Directors to design and execute programs that support business objectives. Ensure strategic alignment of HR business partnership strategy across regions, optimize processes and address both regional and organization-wide challenges. Foster collaboration and organizational alignment across regional business leadership.
Strategic HR Alignment and Operational Excellence: Use advanced business acumen and deep organizational knowledge of business objectives and challenges to drive HR priorities and initiatives. Collaborate and influence across HR Centers of Excellence to foster a cohesive, results-oriented approach to HR services and delivery that align with business objectives.
Vision Setting and Leadership Development: Execute the vision and strategy for HR business partnership within region. Lead and develop team of HRBPs to achieve measurable business outcomes, balance stakeholder expectations, and align with business SVPs. Foster a high-performing organization that is culturally aligned with the company’s mission, vision and core values.
The Regional HR Business Partner Director will align with and uphold the following key accountabilities across core HR capabilities: Data & Analytics; Analyze workforce trends and key metrics to provide actionable insights that drive strategic decision-making for the region; Leverage data analytics to identify talent gaps, forecast workforce needs, and recommend solutions to optimize HR strategies.
Strategic Partnering: Align HR strategies with business objectives by customizing programs and fostering stakeholder engagement to meet organizational needs. Partner with business leaders to establish overarching HR-related goals for the region, ensuring alignment with broader organizational objectives. Plan workforce needs by forecasting talent requirements, analyzing gaps, and allocating resources effectively for business units.
Organizational Design and Change Management: Drive change management across business units by developing change strategies, communication plans, and managing resistance effectively. Enhance culture and engagement to foster a positive work environment. Optimize organizational design by conducting structural assessments, implementing designs, clarifying roles, and analyzing spans of control.
End-to-end Talent Management Support: Partner with regional leaders and talent acquisition to develop strategies that attract and retain top talent. Strengthen talent management by identifying trends, developing initiatives, and ensuring a robust talent pipeline and succession planning. Promote leadership excellence by addressing talent gaps, fostering development opportunities, and providing targeted solutions aligned with business unit goals. Enhance compensation strategies and address business-specific needs while strengthening employee and labor relations to increase engagement and improve the overall employee experience.
HR Compliance: Implement HR policies at the business unit level by communicating policies effectively, integrating them with business goals, and customizing them to specific needs. Ensure compliance with local, state, and federal laws through proactive issue identification, incident reporting, and corrective action plans.
Key Leadership Responsibilities: Demonstrate exceptional leadership skills, fostering a culture of collaboration, innovation, and strategic alignment. Lead with alignment to the company’s mission, vision, core values, and strategy to foster collaboration, drive innovation, and accelerate impactful change. Build trust with executive and senior leadership by demonstrating a deep understanding of the business and aligning HR support with its strategy and goals. Adapt to various leadership styles, build quick rapport, and effectively partner to achieve business outcomes, scaling HR solutions through strong collaboration within the regional business partnership team. Envision cultural and performance outcomes aligned with the business strategy and develop a practical plan to achieve them. Build a strong team by delegating effectively and developing a strategy for service delivery across all organizational levels. Lead a comprehensive organizational communication approach that creates a shared responsibility and partnership with the business as the services are being delivered. Build trust by collaborating with HR Centers of Excellence to develop the right solutions and provide ongoing guidance and feedback throughout the delivery process. Cultivate and maintain relationships with key stakeholders, ensuring their needs and expectations are addressed while aligning initiatives with business priorities. Engage stakeholders regularly to provide updates, address concerns, and ensure transparency and collaboration in achieving shared objectives. Empower teams and leaders by fostering a culture of ownership and accountability, encouraging innovation, and providing opportunities for growth. Use influence and strong communication skills to advocate for HR strategies and priorities, ensuring alignment with broader organizational goals. Leverage relevant HR knowledge and expertise to assess business challenges and collaborate on solutions that drive positive outcomes, aligning with our HR strategy and applying our HR operating model to build a cohesive, customer-centric HR organization.
Education
Bachelor's Degree in Human Resources, Business Administration, Labor Relations, or a related field.
Master's Degree preferred.
Work Experience
Preferred 10+ years in HR management, with 5+ years in a leadership role.
Proven success in building trust with senior leaders and aligning HR strategies with business goals.
Experience in scaling and delivering HR solutions across regional teams.
Strong track record in managing teams and creating effective service delivery strategies.
Successful collaboration with Centers of Excellence to develop and implement HR solutions, ensuring continuous improvement.
Knowledge, Skills and Abilities
Knowledge of applicable regulatory agencies, governmental laws and regulations.
Ability to lead a team and collaborate.
Ability to leverage business acumen and understanding of the HR organization and its functions, as well as the industry and competitive environment in which the organization operates.
Ability to lead, engage, inspire and influence without direct authority across all levels of the organization.
Ability to collect and synthesize large quantities of quantitative and qualitative data.
Ability to recognize trends and develop recommendations based on data analysis.
Ability to understand and communicate HR policies, processes and talent management practices.
Ability to collaborate and work in a team environment; manage multiple priorities, competing deadlines, and deliver on-time results.
Ability to be self-motivated and self-directed.
Ability to prepare timely, relevant, and understandable written work products substantially free from grammatical, mathematical, and typographical errors.
Ability to maintain strict confidentiality.
Ability to communicate and/or exchange information or instructions, both in writing and verbally; conduct oral presentations.
Licenses and Certifications
Professional in Human Resources (PHR)-HRCI or Senior Professional in Human Resources (SPHR)-HRCI preferred
Strength Factor Rating - Physical Demands/Requirements
Sedentary Work - Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently, to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time.
Strength Factor Description - Physical Demands/Requirements
Standing (Occasionally)
Walking (Frequently)
Sitting (Constantly)
Lifting (Occasionally)
CARRYING (Occasionally)
PUSHING (Occasionally)
PULLING (Occasionally)
Climbing (Occasionally)
Balancing (Occasionally)
Stooping (Occasionally)
Kneeling (Occasionally)
#J-18808-Ljbffr