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hr business partner

Love’s Travel Stops

<div>Benefits: * Fuel Your Growth with Love's - company funded tuition assistance * Paid Time Off * 401(k) &ndash; 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * 
Welcome to Love's: The Regional HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position is business-facing and serves as a strategic partner to leadership on human resources-related issues for their multi-state area/division. 
Job Functions:<ul><li>
Acts as a consultant to the aligned Regional Vice President on human resource-related issues</li><li>
Proactively lead, influence, and communicate the business strategy</li><li>
Acts as an employee champion and a change agent</li><li>
Anticipates HR-related needs in the Love's locations within the assigned region/division</li><li>
Champions and executes COE programs across region/division</li><li>
Handles complex employee relations matters to include terminations, counseling, coaching and documentation</li><li>
Interprets and explains human resources policies, procedures, labor laws, standards, and regulations</li><li>
Serves as a link between management and employees by handling questions, interpreting and helping resolve work-related problems</li><li>
Addresses employees and advises managers on organizational policy matters such as; equal employment opportunity, work complaints, harassment allegations and other employee concerns</li><li>
Primary HR partner for all HR investigations within the division</li><li>
Actively participate on a variety of HR or HRIS projects serving operations</li><li>
Advises leadership on progressive disciplinary process
</li><li>Review exit interviews, analyze data and report on trends for division</li><li>
Manages the process for employee evaluations and supports talent review processes</li><li>
Monitors and evaluates headcount, turnover and other relevant HR metrics</li><li>
Works with recruiters to determine staffing needs and back up all recruiting functions as necessary
</li><li>Other duties assigned as needed</li></ul> 
Experience and Qualifications:<ul><li>
Bachelor&rsquo;s Degree in HR or HR related field is preferred</li><li>
2+ years HR experience</li><li>
5+ years of multi-unit experience, retail industry, or restaurant industry experience is preferred</li><li>
Skills: knowledge of Microsoft Office, including word processing, spreadsheet and database applications, HR specific software, strong presentation skills, willingness and ability to learn from other departments, innovator, good verbal and written communication skills, strong time management skills, strong organization skills, can-do attitude, sense of urgency, ability to take constructive criticism and strong work ethic</li><li>
Must have a valid driver license</li><li>
Weekly travel required</li><li>
Travel is required and overnight travel will be involved; this position will be on the road visiting Love&rsquo;s locations at least 80-90 days per year.</li></ul> 
Our Culture: 
Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. 
Love&rsquo;s is an Equal Opportunity Employer. Veterans encouraged to apply. 
Job Category: Corporate</div>

Regional HR Business Partner (Region 1400)

Barrios Technology

<div>Overview:
<div>
Barrios Technology is an engineering solutions partner with more than 45 years of experience supporting NASA and the commercial space industry. We deliver innovative engineering, software, and technology integration services across NASA centers nationwide. Barrios prides itself on a people-focused culture that values creativity, diversity, professional growth, and a healthy work&ndash;life balance.</div><div></div><div> 
We are seeking an experienced HR professional to fill a critical HR Business Partner role in Clear Lake, Texas. This position is a hybrid position and should normally work in the office 2 days a week. This key position reports to the Chief People Officer and requires direct HR support to assigned functional organizations, proving expert HR guidance to Management and employees, conducting and managing moderate investigations and work with other Sr members on complex cases, and managing performance-related issues.</div><div></div><div> 
This position will also be significantly involved in contributing to technical projects that enhance our HR systems and workflows, as well as operating as the key contact for all HR functions for the organizations in which this position serves. Your efforts will align with legal, industry, and Barrios best practices and play a vital part in supporting our commitment to a diverse and inclusive workplace.</div>
Responsibilities:

Job Duties/Responsibilities:
<ul><li>Partners with leaders to align and deliver strategic talent plans, reduce complexities, and enhance the value of enterprise HR solutions.</li><li>
Serve as a trusted advisor and consultant to business leaders on HR policies, workforce planning, team effectiveness, and organizational design.</li><li>
Acts as change agent, strategic advisor, and collaborator with senior leaders to influence and shape culture, business plans, vision, mission, priorities, and human capital strategies.
</li><li>Provide day-to-day guidance on employee relations matters, conflict resolution, and HR compliance.</li><li>
Coach business senior leadership team in talent-related discussions/planning and in implementation of performance management process and executive communications.</li><li>
Support the implementation of HR programs such as engagement surveys, salary administration and reviews, and learning initiatives.</li><li>
Utilizes deep knowledge of HR policies, procedures, best practice and competitive landscape to shape the talent and HR requirements for the business.</li><li>
Collaborate with recruiting teams to drive talent acquisition efforts aligned with workforce plans.</li><li>
Works alongside managers and supervisors to champion business and HR standards and consistency in policies, systems, and provides policy clarifications, interpretations and guidance as needed.</li><li>
Partners with business unit leaders to identify/address business drivers that may require org development/change; plan and execute organizational change initiatives.</li><li>
Act as HR lead for projects as required</li><li>
Additional duties as required
</li></ul>Qualifications:
<div>
Required Qualifications
</div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business, Organizational Development, or related field required.
</li><li>7+ years of progressive HR experience, with at least 3 years in a business partner or consultative HR role supporting senior leaders.</li><li>
2+ years in the aerospace industry or within a government contracto</li><li>
Proven experience driving talent strategies and leading through organizational change.</li><li><div>
Proven ability to influence, coach, and build trusted relationships with leaders.</div></li><li><div>
Strong business acumen with the ability to identify opportunities for HR process improvement.</div></li><li>
Strong understanding of employment law, HR policies, and organizational development principles.</li><li>
Excellent interpersonal and consulting skills</li><li>
Strong analytical and problem-solving skills; comfort working with data and HRIS/reporting tools.</li></ul><div>
Preferred</div><ul><li>
2+ years of experience in the aerospace industry or within a government contractor environment</li><li>
PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification</li><li>
Experience supporting technical or engineering organizations</li></ul> 
Essential Requirements<ul><li>
Must be a U.S. Citizen and successfully complete a U.S. government background investigation.</li><li>
Applicant selected may be subject to government security investigation and must meet eligibility requirements for access to classified information.</li><li>
Work may involve sitting for extended periods.</li><li>
May require lifting and carrying up to 25 lb.</li><li>
Must have sufficient mobility to enter areas of test facilities where necessary.</li><li>
Generally, an office environment but can involve inside or outside work depending on task.</li><li>
Standard office equipment (PC, telephone, fax, etc.)</li><li>
Regular attendance in accordance with established work schedule is critical.</li><li>
Ability to work outside normal schedule and adjust schedule to meet peak periods and surge requirements when required.</li><li>
Must be able to work in a team atmosphere.</li><li>
Must put forward a professional behavior that enhances productivity and promotes teamwork and cooperation.</li><li>
Grooming and dress must be appropriate for the position and must not impose a safety risk/hazard to the employee or others.</li><li>
This position may require some commuting and traveling to other installations as needed.</li></ul>
 Don&rsquo;t miss out on this great opportunity; for immediate consideration, apply now! 
Barrios Technology is a drug-free workplace, which is imperative to the health and safety of all employees and is required as a condition of receiving contracts from federal agencies. Please remember that regardless of the legalization of marijuana in several states, possession and use continues to be illegal under the federal Controlled Substances Act. This includes the use of some CBD products. A post-offer, pre-employment drug test is a condition of employment. 
Barrios Technology is an Equal Employment Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.</div>

Human Resources Business Partner

Gulf Coast Blood

<div>Join our strategic people team!

We are seeking a Strategic People Partner who will work closely with business leaders and HR colleagues to design and deliver people strategies that enable organizational success. This role combines consultative HR expertise, change leadership, talent management, and data-informed decision making to drive engagement, performance, and inclusive culture across assigned areas.
Just for you:
<ul>
<li>Influential role partnering with senior leaders and cross-functional teams.</li>
<li>Opportunities for professional growth and leadership development.</li>
<li>Competitive compensation and comprehensive benefits.</li>
</ul>
Tips to thrive in our culture:
<ul>
<li>Embody our Core Values of Commitment, Integrity, and Respect.</li>
<li>Create experiences that inspire others and build trust across the organization.</li>
<li>Be results oriented, collaborative, and focused on doing the right thing.</li>
<li>Adhere to organizational policies and proactively raise concerns when appropriate.</li>
</ul>
In this role, you will:
<ul>
<li>Partner with business leaders to understand priorities and translate them into people strategies that support business outcomes.</li>
<li>Provide coaching and guidance on performance management, employee relations, workforce planning, and organizational design.</li>
<li>Lead or support change initiatives, including communication plans, stakeholder engagement, and impact assessments.</li>
<li>Develop and implement talent programs such as succession planning, leadership development, and high-potential identification.</li>
<li>Use HR data and analytics to identify trends, inform decisions, and measure the effectiveness of people programs.</li>
<li>Partner with HR Centers of Excellence and shared services to ensure seamless delivery of HR programs and compliance with policies and employment laws.</li>
<li>Promote an inclusive workplace by advising on diversity, equity, and belonging practices and supporting related initiatives.</li>
<li>Contribute to continuous improvement of HR processes and tools.</li>
</ul>
We need someone who has:
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business, Organizational Psychology, or related field, or equivalent experience.</li>
<li>3+ years of progressive HR experience in a business-partnering or generalist role; experience supporting leaders and managing complex employee relations matters preferred.</li>
<li>Strong knowledge of employment laws, performance management best practices, and HR programs.</li>
<li>Excellent interpersonal, coaching, and influencing skills with proven ability to build trusted relationships at all levels.</li>
<li>Experience using HRIS and people analytics tools to surface insights and drive action.</li>
<li>Demonstrated ability to manage competing priorities, adapt to change, and lead through ambiguity.</li>
</ul>
Preferred qualifications:
<ul>
<li>Professional HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) or working toward certification.</li>
<li>Experience in healthcare or nonprofit sectors, or supporting operationally complex organizations.</li>
</ul>
Work environment &amp; physical demands:

The role is primarily office-based with regular collaboration across teams and occasional travel to satellite sites. Reasonable accommodations will be provided as appropriate.
Who we are:

Since 1975, Gulf Coast Blood has been one of the nation&rsquo;s largest community blood centers, serving hospitals across our region. As an FDA-accredited nonprofit, we provide high-quality human cellular material for scientific and therapeutic use and support life-saving work every day.
Think you have what it takes to make an impact with us? We want to hear from you.</div>

Strategic People Partner

Patterson-UTI Drilling Company LLC

<div>Brief Description :
<div>The Senior Human Resources (HR) Manager will be responsible for planning, implementing, and administering all HR programs and processes for multiple Patterson-UTI organizations. The role partners closely with Company leaders to drive organizational planning and development; serves as a key advisor for employee and manager consultation and coaching; manage employee relations and investigation matters; and execute integration strategies resulting from mergers and acquisitions, where applicable. This role will also play a critical part in the Company&rsquo;s training and development; recruiting and onboarding; compensation guidance and alignment; employee retention and engagement activities and initiatives. 
</div><div></div>This position will work under the direction of the Director, Human Resources . 
Detailed Description:
<ul><li>Provide guidance and consultation on Human Resources (HR) issues, including interpretation and application of policies, approval of candidate background results, disciplinary actions, retention efforts, employee relations matters, performance management, talent development, international employment practices and compliance requirements and other inquiries.
</li><li>Make recommendations on HR policies and procedures, process improvements, and employee relations best practices to foster a positive work environment, strengthen employee engagement and reduce turnover rates.
</li><li>Administer Company guidelines relating to employee relations, ensuring actions are conducted in accordance with established policies and applicable governmental laws and regulations.
</li><li>Review all terminations and data collected from exit interviews; ensure adherence to employment laws and identify trends to implement retention strategies.
</li><li>May conduct pre-qualifying interviews with candidates to make informed, consistent, and proper recommendations to hiring managers.
</li><li>Conduct employee investigations, document interviews, report findings, and partner with the investigation team to ensure timely completion and appropriate resolution and documentation.
</li><li>Partner with leadership and local management to keep them abreast of policy/process/guideline changes/issues affecting the Company, providing proactive recommendations and solutions.
</li><li>Partner with leadership to manage organizational talent, including identifying and developing key talent and supporting succession planning effort.
</li><li>Manage and process employee related actions, ensuring internal auditing processes and system workflows are followed accurately and in a timely manner.
</li><li>Conduct new employee orientation and employee HR related training enduring a consistent and engaging onboarding experience.
</li><li>Coach, mentor, guide and direct employees and managers on all aspects of the employee life cycle driving accountability and development.
</li><li>Promote a diverse and inclusive work environment where employees of all backgrounds feel included, and their contributions are valued, reinforcing Company culture and values.
</li><li>Make employment decisions in a manner consistent with all Company policies, including the Company&rsquo;s Equal Employment Opportunity and Anti-Harassment Policy, mitigating risk, and ensuring fair and equitable treatment.
</li><li>Represent the Company and our values with integrity while maintaining the highest ethical and legal standards with all interactions.
</li><li>Adhere to the Company&rsquo;s Code of Business Conduct and Ethics.
</li><li>Perform other related duties as assigned. 
</li></ul>Job Requirements:
<ul><li>Ability to maintain Company and employee confidentiality at all times, exercise sound judgement when handling highly sensitive information, - and protect Company proprietary information in an appropriate manner.
</li><li>Demonstrate advanced knowledge or application -of HR policies and procedures, as well as federal, state, and local laws affecting employment practices.
</li><li>Ability to work under time-sensitive deadlines while maintaining a calm and professional demeanor when -managing competing priorities and complex situations.
</li><li>Ability to prepare and conduct effective presentations and develop clear, concise, and impactful reports and communications -.
</li><li>Demonstrate ability to operate effectively in a fast -paced, dynamic environment while managing multiple priorities simultaneously. -
</li><li>Exhibit strong organizational and critical thinking skills, high level of accuracy and attention to detail.
</li><li>Excellent verbal and written communication skills include the ability to influence, coach, and advise leaders and employees facilitate good decision-making with other people within and outside the Company.
 </li><li>Strong interpersonal and relationship-building skills with the ability to collaborate and partner effectively across all levels of the organization and with external stakeholders. Possess advanced computer skills in Microsoft (MS) Office and working knowledge of MS Excel, Word, PowerPoint, and Outlook.
</li><li>Ability to travel as needed to other offices and work sites, occasionally requiring extended travel to remote locations and/or overnight stay(s) outside normal office area. 
</li></ul>Minimum Qualifications:
<ul><li>Bachelor&rsquo;s Degree in Business Administration, Human Resources (HR), or related field of study.
</li><li>10+ years of progressive Human Resources experience in Employee Relations or a Senior HR Business Partner type role.
</li><li>3 + years leading and overseeing complex, end-to-end workplace investigations
</li><li>3 + years of experience managing
</li>Knowledge of state and federal labor laws 
<li>
</li></ul>Preferred Qualifications:
<ul><li>Professional HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP)
</li><li>Experience in supporting multi-state and/or international HR support
</li><li>Experience in the Oil &amp; Gas industry
</li><li>Oracle Human Capital Management (HCM) experience 
</li></ul>Additional Details:
Work is primarily in a climate controlled / office environment with minimal safety / health hazard potential. Frequent travel to other work sites, some in remote locations, is required, which may be in all types of weather conditions (rain, snow, cold, heat, day, night, etc.) and employees will be expected to properly use designated personal protective equipment (PPE). The employee is regularly required to sit, stand, or walk with occasional lifting (overhead, waist level) from floor, bending and frequent near vision use for reading and use of computer, telephone, and other office equipment. The job may require work outside of normal business hours, including night, weekends and holidays.</div>

Sr. HR Manager MGT

Sungrow USA Corporation

<div>The Company: 
Sungrow North America provides industry-leading solar PV inverter and battery energy storage solutions for utility-scale and C&amp;I projects. Guided by its mission of &ldquo;clean power for all,&rdquo; Sungrow delivers a broad portfolio of high-quality products designed to maximize energy yield, support grid stability, and reduce risk and project costs. Its technology reflects decades of dedicated research and development, with a focus on safety, reliability, and intelligent system performance. Sungrow&rsquo;s solutions power over 870 GW of solar and storage installations in 180 countries. They are trusted by developers and asset owners seeking the most bankable equipment, advanced grid-support capabilities, and efficient operations across the full lifecycle. 
The Position:
We are seeking an experienced HR Specialist to support our rapidly growing workforce. This role will play a critical role in establishing structured management processes for contingent labor, ensuring operational efficiency, vendor coordination, and compliance while partnering with internal stakeholders to improve workforce management. The HR Specialist will be responsible for bringing structure, oversight, and accountability to a workforce of 150+ contractors (via Agency) while supporting managers and ensuring alignment with company policies and business objectives. This position reports to the HRBP Supervisor and works closely with department leaders and external staffing partners to support workforce operations across service and non-service teams. 
Essential Duties and Responsibilities 
1. Strategic HR Partnership:<div><ul><li>
Partner with department leaders to understand business needs and develop HR strategies that support organizational goals.</li><li>
Provide guidance on workforce planning, organizational design, talent management, and succession planning.</li><li>
Serve as a trusted advisor to managers on employee engagement, performance management, team development, and workplace issues.</li><li>
Act as the primary HR liaison between internal departments and external staffing partners to ensure effective workforce support across service and non-service teams.</li></ul></div>
2. Employee Relations &amp; Compliance:<div><ul><li>
Manage employee relations matters, including conflict resolution, investigations, and performance-related concerns, while ensuring consistent application of company policies.</li><li>
Coach and support managers in addressing sensitive workplace situations and improving team effectiveness.</li><li>
Ensure compliance with federal, state, and local employment laws and maintain alignment with company HR policies and procedures.</li></ul></div>
3. Talent Acquisition &amp; Workforce Planning:<div><ul><li>
Support recruiting initiatives and collaborate with hiring managers on workforce planning, onboarding, and employee development. May also support sourcing and recruitment efforts for critical contractor and contingent roles as needed.</li></ul></div>
4. Vendor Management:<div><ul><li>
Lead the management and oversight of third-party and contingent workforce programs, including coordination with staffing agencies and external vendors.</li><li>
Develop and implement processes to improve visibility, tracking, and governance of contractor headcount and contingent workforce activities.</li><li>
Monitor vendor performance to ensure service quality, compliance, and adherence to contractual expectations.</li></ul></div>
5. Day-to-Day Operations and Oversight:<div><ul><li>
Address operational matters related to contingent labor, including onboarding, offboarding, workforce coordination, and issue resolution.</li><li>
Collaborate with legal, finance, and HR teams to ensure proper contractor classification and mitigate risks associated with contingent labor.</li><li>
Partner with warehouse and operations leaders to promote workplace safety and ensure compliance with company safety policies and applicable regulations.</li><li>
Support incident reporting, workplace investigations, and follow-up actions to maintain a safe working environment.</li></ul></div> 
REQUIREMENTS:
Qualifications:<div><ul><li>
Bachelor&rsquo;s degree in human resources or related field.</li><li>
SHRM-CP or SHRM-SCP, PHR or SPHR is a plus.</li><li>
Mandarin speaking is required</li></ul></div>
Experience<div><ul><li>
2+ years of HR experience, preferably including contingent workforce management.</li><li>
Experience working with staffing agencies or external workforce programs.</li><li>
Previous HRIS experience strongly preferred</li><li>
Experience with multi-state employer is a plus.</li><li>
Experience in global company is required.</li><li>
Experience in start-up companies is a plus.</li></ul></div>
Skills &amp; Competencies<div><ul><li>
Excellent interpersonal, verbal, and written communication skills.</li><li>
Strong problem-solving and analytical skills.</li><li>
Proficient with Microsoft Office Suite.</li><li>
Ability to maintain the confidentiality of sensitive information and handle confidential matters with discretion.</li><li>
Ability to determine priorities, plan workloads and meet deadlines in a fast-paced environment.</li><li>
Team player with a proactive attitude and ability to establish and maintain effective working relationships.</li></ul></div>
Travel<div> 
<ul><li>
5%. Quarterly travel to Orange County, CA or Phoenix, AZ.</li></ul></div> 
Work Location and Status:<div> 
<ul><li>
Full time, Houston, TX</li><li>
Hybrid, 3 days in office</li></ul></div> 
Compensation:<div> 
<ul><li>
Compensation commensurate with experience</li><li>
Competitive benefits package and employee programs</li><li>
Strong personal and company growth opportunities</li></ul></div> 
Sungrow is an equal opportunity employer. Due to strong interests in this position, Sungrow will only reach out to those candidates who best meet the requirements. Thank you for your interest in Sungrow.<div> 
#LI-MG2</div></div>

HR Specialist (Mandarin Speaking)

Westlake Corporation

<div>Westlake offers you the potential to enrich your work life and career experience in an entrepreneurial environment. We work together to enhance peoples' lives through our products and presence in the communities in which we operate.
SUMMARY
The Employee Relations Specialist is a hands-on, highly collaborative, and trusted Human Resources (HR) professional who supports the business by partnering with leaders across the organization on a wide variety of employee relations and compliance-related projects, initiatives, and issues. Reporting to the Employee Relations Manager, this role assists in the administration of employee relations programs, helps ensure compliance with employment laws and company policies, and serves as a resource for employees and managers on HR-related matters. The Specialist is involved in workplace investigations, conflict resolution, and the day-to-day application of HR policies and procedures.
DUTIES AND RESPONSIBILITIES
May include, but are not limited to, the following:<ul><li>
Support the Employee Relations Manager in the execution of employee relations programs and initiatives.</li><li>
Assist in investigating employee relations issues, including complaints, conflicts, and policy violations, and document findings.</li><li>
Provide guidance to employees and managers regarding HR policies, procedures, and employment practices.</li><li>
Manage escalations and advise HR professionals on best practices regarding protected leaves of absence, including FMLA and ADA.</li><li>
Manage and administer the Company severance program for position eliminations, restructures, reductions in force, and plant closures; review compliance with federal and/or state WARN acts.</li><li>
Support the development, refinement, and implementation of employee relations policies and processes.</li><li>
Responsible for answering day-to-day employee relations and HR compliance questions.</li><li>
Assist in responding to employee questions about policies, leave administration, accommodations, and performance management processes.</li><li>
Proactively research to ensure compliance, provide appropriate consultation, and help avoid or minimize risk exposure to the organization.</li><li>
Support the design and delivery of training/education sessions for employees, HR professionals, supervisors, and managers related to employee relations, FMLA/ADA, and union awareness.</li><li>
Support internal HR audits, including Harassment Training, Employee Handbook, Form I-9s, etc.</li><li>
Partner with HR team members to maintain accurate and confidential employee relations records and documentation.</li><li>
Participate in the administration of HR-related cases within the EthicsPoint hotline tool, as directed.</li><li>
Responsible for ad hoc reporting and metrics to support Employee Relations team initiatives.</li><li>
Monitor and track employee relations metrics, such as turnover reasons and exit interview data, and provide reports to management.</li><li>
Build and maintain key internal and external relationships.</li><li>
Stay current on local, state, and federal employment and compliance laws, and participate in ongoing training and development.</li></ul>
EDUCATION, EXPERIENCE AND QUALIFICATIONS<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required.</li><li>
3+ years of experience in Human Resources or a related field, with exposure to employee relations preferred.</li><li>
Experience in a manufacturing setting or with a predominately hourly workforce preferred.</li><li>
Experience in a union environment is a plus.</li><li>
Basic knowledge of employment law and HR best practices.</li><li>
Advanced Microsoft Excel skills required (V-lookups, pivot tables, etc.); ability to compile, review, and manipulate large data sets.</li><li>
Strong interpersonal communication skills and the ability to effectively communicate with all levels of the organization, resolve difficult situations, conduct appropriate interventions, facilitate problem-solving activities, and remain calm under pressure.</li><li>
Strong organizational skills, analytical skills, and attention to detail required.</li><li>
Ability to maintain confidentiality and handle sensitive information.</li><li>
Demonstrated ability to build trust and credibility with employees and managers.</li><li>
Proficient in Microsoft Office Suite and HR information systems. Experience with Workday preferred.</li></ul>
PHYSICAL DEMANDS
While performing the duties of this job, the employee is frequently required to sit; stand; walk; use hands to touch, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stoop, kneel, or crouch. Specific vision abilities required by this job include close vision, distance vision and ability to adjust focus. Additionally, this position must make general decisions requiring judgement and perform activities requiring sustained concentration.
WORK ENVIRONMENT
The noise level in the work environment is sometimes moderate when working in an office. Travel including air travel or auto travel may occasionally be required.
Westlake is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any characteristics protected by applicable legislation.
If you are an active Westlake employee (or an employee of any Westlake affiliates), please do not apply here. You will apply via the Jobs Hub application in Workday.</div>

Employee Relations Specialist

<div>Brief Description:
The Senior Manager, Employee Relations &amp; Investigations, will serve as the primary point of contact on certain employee relations matters and workplace investigations across corporate offices, field operations, manufacturing facilities, and other operating locations within a publicly traded oil &amp; gas services organization. This role is responsible for ensuring employee concerns are properly addressed, conducting investigations, advising leaders on complex employee issues and ensuring consistent application of Company policies. 
The role partners closely with Legal, Compliance, Health, Safety and Environment and Internal Audit (as applicable), and serves as the primary escalation point for HR Business Partners and operational leaders on matters related to employee relations and workplace investigations. The role is important in helping the Company mitigate organizational risk, maintain investigation standards, and reinforce a respectful, accountable workplace culture. 
This position will report to the VP HR Global Business Partners. 
Detailed Description 
Investigations
<ul><li>Oversee and conduct complex investigations involving discrimination, harassment, retaliation, ethics violations, safety misconduct, workplace violence, fraud, and policy breaches across corporate and field environments.
</li><li>Ensure promptness, neutrality, confidentiality, and well-documented investigation records.
</li><li>Develop investigation plans including (as applicable) scope definition, witness strategy, document review, and timeline management.
</li><li>Conduct interviews across multi-location operational settings, including corporate offices, manufacturing facilities and field sites.
</li><li>Evaluate information gathered during investigations, assess credibility from witness interviews, determine findings based on facts, and prepare investigation summaries for Legal and leadership review (as applicable).
</li><li>Ensure proper utilization of the Company&rsquo;s case management system for documenting, tracking and managing employee relations matters.
</li><li>Monitor case metrics and provide reporting to HR and Legal as requested.
</li><li>Identify recurring themes and escalate concerns to HR leadership or Legal for review.
</li><li>Recommend corrective and preventative actions consistent with Company policy and applicable employment laws. 
</li></ul>Employee Relations
<ul><li>Serve as primary point of contact for escalation of employee relations issues, including reports of workplace misconduct, policy violations, workplace conflicts, performance concerns, policy interpretation, disciplinary actions and employment separations.
</li><li>Provide guidance and coaching to managers and HR Business Partners on employee relations matters, performance concerns and corrective and preventative actions.
</li><li>Evaluate complex employee issues and recommend appropriate resolutions aligned with Company policies and the law.
</li><li>Support leaders in managing sensitive employee situations including discipline, terminations and workplace accommodations.
</li><li>Ensure employee relations practices align with Company policies.
</li><li>Identify trends in employee relations issues and recommend improvements to policies, training or processes. 
</li></ul>Legal Partnership &amp; Compliance
<ul><li>Partner closely with Legal (internal and external) on investigations (as directed) and agency responses (EEOC, DOL, OSHA, state agencies) and support litigation preparation as needed.
</li><li>Ensure investigations comply with federal, state, and local employment regulations and internal governance requirements.
</li>Maintain audit-ready documentation and investigation records that meet legal and compliance standards. 
<li>
</li></ul>Advisory &amp; Leader Support
<ul><li>Coach HR and operational leaders on documentation practices, appropriate escalation, and compliance considerations.
</li>Collaborate with HR Centers of Excellence (COE) to address underlying drivers of recurring employee relations concerns. 
<li>
</li></ul>Team Leadership
<ul><li>Lead and develop other employees on investigation techniques or proper handling of employee relations concerns.
</li><li>Provide coaching and feedback to ensure consistent investigative practices and professional development.
</li>Promote a culture of ethical conduct, accountability, safety, and respect across diverse operational and geographic environments. 
<li>
</li></ul>Demonstrated ability in the following leadership competencies:
<ul><li>Builds and Maintains Effective Relationships
</li><li>Develops Self and Others
</li><li>Builds Effective Teams
</li><li>Courageous Leadership
</li><li>Managing Vision and Purpose
</li><li>Business Acumen
</li><li>Drive for Results
</li><li>Customer focus
</li><li>Decision Quality 
</li></ul>Job Requirements: 
<ul><li>Ability to maintain strict confidentiality and exercise sound judgment in high-risk and highly confidential situations.
</li><li>Strong working knowledge of federal, state, and local employment laws (Title VII, ADA, ADEA, FLSA, FMLA, etc.).
</li><li>Demonstrated experience conducting complex, objective workplace investigations.
</li><li>Proven ability to evaluate evidence and make sound, fact-based determinations.
</li><li>Experience partnering with Legal Counsel and senior business leaders on sensitive employee relations matters.
</li><li>Strong verbal and written communication skills, including preparation of detailed investigation documentation.
</li><li>Strong time management and organizational skills in a fast-paced, deadline-driven environment.
</li><li>Proficiency in Microsoft Office (e.g., Excel, Word, PowerPoint) and case management systems.
</li><li>Ability to work under time-sensitive deadlines and maintain a calm and professional demeanor when adversity is encountered.
</li><li>Experience responding to EEOC, DOL, OSHA, or other regulatory agency matters.
</li><li>Experience leading or mentoring workplace investigators or HR team members.
</li><li>Ability to travel 30&ndash;40% to support multi-location operations. 
</li></ul>Minimum Qualifications
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Industrial Relations, or related field of study.
</li><li>10+ years of progressive Human Resources experience.
</li><li>5+ years of direct experience conducting employee relations investigations, including supervisory experience. 
</li></ul>Preferred Qualifications
<ul><li>Master&rsquo;s degree or Juris Doctor (JD).
</li><li>Professional HR certification (SHRM-SCP, SPHR) and/or formal workplace investigations certification.
</li><li>Experience leading a team.
</li><li>Experience within a publicly traded, mid-to-large, multi-state organization.
</li><li>Experience in oil &amp; gas services, industrial operations, manufacturing, construction, or other field-based operational environments. 
</li></ul>Additional Details:
This position requires the ability to work in a time-sensitive, high-visibility environment while maintaining a calm, professional, and objective demeanor when navigating complex or sensitive employee relations matters. The role is primarily performed in a climate-controlled office setting with minimal safety or health hazard exposure. The employee is regularly required to sit, stand, or walk, with occasional lifting (overhead and waist level), bending, and frequent near vision use for reading and operating a computer, telephone, and other standard office equipment. 
**Applicants must be currently authorized to work in the United States on a full-time basis. This role does not offer visa sponsorship now or in the future.
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Sr HR Manager, Employee Relations & Investigations MGT

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