HR Manager

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We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!

Our people make all the difference in our success.

Compensation Grade

Purpose of the job:

The HR Manager serves as the senior HR business leader for US Acetyls, accountable for shaping and executing the people strategy that enables safe, reliable, sustainable, and profitable performance across a multi‑site, multi‑state business. As a strategic partner to the Acetyls Site Leadership team and advisor to the Acetyls Board (on occasion), the role leads organizational design, workforce planning, culture and change, enterprise talent strategies, and labor relations across union and non‑union populations. The HR Manager ensures the operating model, policies, and capabilities are fit for current and future needs while maintaining compliance and strengthening business resilience.

Accountabilities of the job: 

Accountability 1: Safety, Health & Environmental

• Integrate INEOS Life Saving Rules and 20 Principles of Process & Behavioral Safety into people processes, leadership development, and performance management.
• Partner with SHE and Operations to embed safety leadership behaviors; reinforce safe work practices in talent and rewards programs.
• Ensure HR practices meet regulatory, audit, and ISO requirements; lead remediation and continuous improvement.

Accountability 2: Strategic People & Organizational Leadership

• Lead the people strategy for US Acetyls, ensuring alignment to safety, reliability, sustainability, and profitability goals.
• Provides comprehensive and effective support to the review, upgrade and development of the leadership population.
• Drive organizational design and operating model changes to build the structure, span, and capability required for future-state operations.
• Own long-range workforce planning (beyond 12 months), capability mapping, and leadership pipeline development for critical roles.
• Design and govern succession planning and leadership development (including supervisory programs), with targeted interventions for high-impact roles.
• Lead culture transformation that reinforces INEOS values, high-performance behaviors, and safety leadership.
• Ensure job descriptions and role architectures are current, ISO 9001‑compliant, and aligned with the operating model.
• Provide executive‑level coaching to leaders; guide change management for major initiatives (org changes, technology, leadership transitions).

Accountability 3: US Talent Acquisition & Workforce Development

• Own the talent acquisition strategy across manufacturing and commercial functions; ensure scalable pipelines for critical/scarce skill sets.
• Establish labor market intelligence, sourcing strategies, and partnerships for hard‑to‑fill and future‑skills roles.
• Build and maintain external partnerships (school districts, technical colleges, industry bodies) to create sustainable talent pipelines.
• Sponsor upskilling and workforce development programs; oversee Texas Workforce Commission grants with local colleges.
• Monitor and advise on talent supply/demand, turnover and time‑to‑fill; implement corrective strategies.

Accountability 4: Total Rewards, Workforce Analytics & HR Systems Leadership

• Set the compensation strategy for US Acetyls (market competitiveness, internal equity, pay for performance), including annual planning.
• Oversee benchmarking and salary surveys; design structures that support attraction and retention goals.
• Provide strategic oversight of US Acetyls policy and company benefit programs, ensuring compliance, competitiveness, and positive employee experience.
• Work collaboratively with the HRIS team to optimize HR systems, ensuring compliance, efficiency, and improved analytics to support data‑driven decision making.
• Own the workforce analytics agenda—create insights on productivity, attrition, engagement and talent risks to guide leadership actions.
• Ensures accurate monthly HR Dashboard Reports for the business and respond to regular and ad hoc data requests.

Accountability 5:  Employee & Labor Relations Leadership

• Serve as the senior HR lead for labor relations—set bargaining strategy, lead negotiations, manage grievances/arbitrations/MOUs with Union Committee.
• Mitigate people and labor risks (e.g., talent gaps, labor disruption, compliance exposure, bench strength) with proactive plans.
• Govern HR policy frameworks to ensure legal compliance and business fit; modernize to support future operating needs.
• Provide consistent, fair, and timely resolution of employee relations matters for union and non‑union populations; build trust and transparency.
• Ensure compliance with federal/state regulations; oversee policy elements including substance abuse/drug testing programs.

Accountability 6: INEOS Acetyls HR Leadership & Membership

• In line with the theme of “One HR” acts as a senior HR leader who supports the goals of the overall HR team in INEOS Acetyls by raising the bar on team leadership, team-work and professional development. Proactively manage the HR team’s budget, staffing and workload priorities against SMART objectives to meet high standards of professionalism, teamwork and client service.

Required profile:

Level of Education & Knowledge:

• Bachelor’s degree required; Master’s in HR, Organizational Development, Business, or related field strongly preferred.
• 10+ years of progressive HR leadership experience across manufacturing and commercial environments, with demonstrated strategic influence across multi‑site, multi‑state operations.
• Minimum 5 years of labor relations experience, including contract administration, grievance/arbitration management, and labor strategy formulation; first‑chair negotiation experience strongly preferred.
• Professional certifications such as SHRM-SCP, SPHR preferred; additional certifications in change management, organizational design, Lean/Six Sigma, or similar disciplines are advantageous.
• In‑depth knowledge of federal, state, and local employment regulations (FLSA, FMLA, EEO, ADA, etc.) and demonstrated ability to manage compliance within complex environments.
• Ability to meet requirements for Transportation Workers Identification Credential (TWIC) background screening.

Experience & Technical Skills:

• Demonstrated capability as a strategic HR business partner, advising senior leaders on workforce strategy, organizational design, culture, and change leadership.
• Proven success applying labor relations expertise to influence operational reliability, cost outcomes, and risk mitigation across union environments.
• Ability to translate business strategy into long‑range people strategies, adapting HR policies, programs, and organizational structures to support future business needs.
• Strong stakeholder influence skills with the ability to build credibility quickly at all levels, including senior leadership and union partners.
• Effective at leading through change, coaching leaders, and driving adoption of new operating models, cultural shifts, and organizational priorities.
• Skilled in diagnosing complex people issues and designing integrated solutions involving policy, process, structure, and capability.
• Strong analytic capability; able to interpret workforce data, identify trends, and provide insights to support decision making in areas such as talent, rewards, and performance.
• Comfortable challenging assumptions, addressing performance gaps, and holding leaders accountable to policies, expectations, and organizational values.
• Demonstrated ability to balance strategic perspective with hands‑on execution when required (“roll‑up‑your‑sleeves” mindset).
• Ability to work under pressure, manage competing priorities, and maintain accuracy and judgment in fast‑moving or ambiguous conditions.

Competencies & Behavioral Skills

• Strategic Orientation: Connects people priorities to business strategy; anticipates long-term workforce needs and identifies solutions that strengthen organizational capability.
• Stakeholder Leadership: Builds trusted relationships with senior leaders, offering coaching and challenge; influences decisions that impact structure, culture, and workforce stability.
• Change Leadership: Drives cultural and organizational change with clarity; anticipates resistance and guides leaders through successful transitions.
• Labor Relations Leadership: Applies expertise to shape negotiation strategies, resolve complex issues, and sustain constructive union relationships.
• Problem Solving & Judgment: Uses data, logic, and business insight to diagnose root causes and recommend sound, risk‑balanced decisions.
• Communication & Interpersonal Effectiveness: Adapts style to diverse audiences; conveys complex issues clearly; maintains professionalism under pressure.
• Resilience & Adaptability: Navigates ambiguity with confidence; adjusts priorities quickly while preserving quality of work and responsiveness.
• Collaboration & Team Effectiveness: Works across boundaries (HRIS, payroll, SHE, legal, operations, commercial) to align people initiatives with business priorities.