Job Description

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Energy Transfer , recognized by Forbes as one of America's best large employers , is dedicated to responsibly and safely delivering America's energy . We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Childrens Cancer Hospital, The Salvation Army, The American Red Cross, Ronald McDonald House and many more.

We value all of our employees who make our growth and success possible. We are proud to offer industry-leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO, and abundant career opportunities.

Come join our award-winning, over 12,000-strong organization, as we fuel the world and each other!

Summary:

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 entire HR lifecycle, 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 to ensure 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:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

• In-office working conditions.
• Must be able to remain in a stationary position 50 The Corporate HR Manager serves 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 from talent acquisition and performance management to learning & development, compensation & benefits, and compliance, while leveraging data and best practices to foster a high-performance, engaged workforce. % 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.

An equal opportunity employer/disability/vet

Energy Transfer is an equal opportunity employer and does not discriminate against qualified applicants on the basis of actual or perceived race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, pregnancy, veteran status, genetic information, citizenship status, or any other basis prohibited by law.

The nature and frequency of the above working conditions and requirements may vary depending on individual operational circumstances. Where feasible, the Partnership will make reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of the job.

DISCLAIMER : 

The statements listed in this job posting, which are subject to change, are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

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