Company:
INEOS Olefins & Polymers USAInterested in joining a winning team? A team whose employees are empowered to make a difference?
INEOS Olefins & Polymers USA
Job title: Human Resources Manager
Location: Chocolate Bayou Works (Alvin, TX)
Offer range: $172,000 - $210,000 commensurate with experience
INEOS has grown to become a leading chemical company, with sales today of around $68bn annually. INEOS is a global company with 26,000 employees on 180 sites in 30 countries.
The Olefins & Polymers USA (O&P USA) business within INEOS includes the product lines Ethylene, Propylene, Butadiene, Polypropylene (PP) and Polyethylene (PE). Our 4 Manufacturing sites encompass Chocolate Bayou Works (Alvin, TX), Battleground Manufacturing Complex (La Porte, TX), and Carson (Carson, CA), with a division office in League City, TX. Overall, O&P USA has approximately 1,300 employees, 1,400 contractors, and annual revenue of $6.5bn.
The Chocolate Bayou Site (CBW) is located in Southeastern Texas about 40 miles South of Houston and consists of two Olefins units that produce approximately 4bn pounds/year of ethylene, 2 Polypropylene units that produce approximately 1bn pounds/year of polypropylene, a power island and utility area capable of producing 130MW and >1M pounds/year of steam.
Job Purpose and Organizational Context
The Human Resources Manager is as a key strategic business partner, member of the Site Leadership Team, and reports to the CBW Site Director, participating at the forefront and throughout decision making processes. This role is accountable for employee relations processes, policies, and engagement that supports site and business strategy. This role is responsible for delivering human resource processes, strategic human resource management, ensuring employee satisfaction, leading change, and developing talent.
This role has overall responsibility for the HR function as it applies to a workforce of approximately 600 employees between the Chocolate Bayou Site and the Pipeline Supply Organization, leading an HR team of 7 in assuring that processes, policies, and actions support the overall site and business strategy.
This role works collaboratively with the other site HR Managers and the Human Resources Director to develop strategy, policy and over-all company-wide HR direction.
Responsibilities and Accountabilities
This position is accountable for understanding, practicing, and cascading the understanding of the INEOS 20 Behavioral Safety and Process Safety Principles throughout the team and the organization.
Accountability 1: Drive development, implementation and continued application of strategic human resource practices and processes to ensure people and business alignment, strategic staffing, and increased organizational capability at all levels.
Most important activities:
Functions as a key member of the Site Leadership Team, providing consistent focus on our people as a priority.
Work with site leaders to ensure understanding and consistency in dealing with emergent issues.
Responsible for tracking of critical HR metrics for the LT.
Work with internal experts to manage the transition issues and minimize the impact on personnel.
Development of a streamlined strategic resourcing plan that supports the business needs.
Clear communication process/policy that recognizes the intricacies and local needs when communicating at various levels of the organization, allowing for flexibility in how and where such communications originate
Accountability 2: Lead processes and activities for ongoing improvement of employee satisfaction through coaching and counseling, team building, employee engagement, diversity and inclusion, and diagnosis and action planning for areas of opportunity for individuals and work teams across the site.
Most important activities:
Foster a culture of open engagement.
Be a champion on the LT to continue to drive a culture of continuous improvement, employee engagement and empowerment.
Identify opportunities for shared learning both internal and external and apply such learning as appropriate to enhance the efficiency and effectiveness of the workforce.
Ensure ongoing training and development for our Front Line Leaders
Accountability 3: Drive the change process by taking a proactive role in helping the leadership team to identify and manage change, including improvements in productivity, organizational capability, and employee communication and engagement.
Most important activities:
Provide consul to site leadership on issues that could negatively impact operational efficiency, safety and/or morale.
Help site leaders identify strategies for addressing personnel issues and develop tactics for implementation.
Develop strategies to assure continued open and effective communication at all levels of the organization.
Accountability 4: Lead a team of HR and training professionals and provide for their personal, professional and career development.
Most important activities:
Provide leadership and support to the team and develop an open and engaging environment based on trust.
Provide opportunities for personal development where possible.
Provide direction and instruction as may be needed to assure increased confidence and the development of new competencies.
Skills and Knowledge Required
Bachelor’s degree in HR or related field preferred. Advanced degree in related field helpful. Certification as an SPHR (Senior Professional in Human Resources) is a plus. Minimum 10 years' experience in a chemical, refining or industrial manufacturing setting with progressively increasing responsibilities in all aspects of Human Resources. Experience in union avoidance strategies required and experience in labor relations including administration of collective bargaining agreements a plus.
The incumbent must have a deep understanding of employment law, labor relations, salary administration, compensation and reward programs as well as a fairly strong working knowledge of benefit plan administration and general employee relations activities.
Excellent communications skills both written and verbal are a must. The incumbent must also have strong business acumen to assess the impact of people issues/decision on business results. Demonstrated experience in organizational development and design.
The incumbent must be comfortable working and communicating with employees at all levels of the organization. The incumbent must have strong verbal and written communication skills and the ability to recognize what information is of value and needs to communicate to various audiences for maximum effectiveness. The ability to deal with ambiguity is a must, as well as, displaying an ability to deal with change.
In-office only
Flexible 9/80 work schedule
Competitive suite of benefits
Our culture is one of honesty and integrity with an emphasis on safety, health and environmental performance.On our team, people are acknowledged for embracing new practices that help create real value for customers.