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Director, HR Business Partner

Location: 

Brentwood, TN, US, 37027

Job Summary:

At Delek US, the Director, HR Business Partner is responsible for providing leadership in developing and executing human resources operations and strategy in support of the overall business plan of the organization, specifically in the areas of employee relations, organizational development, training, HR management, implementation of well-conceived and designed programs, and synchronization of HR processes, systems, policies and procedures pertaining to all HR activities in the commercial, logistics, renewables and field operations areas of our business. This role will report to the Sr. Director, HR Business Partner Operations and be based out of our Brentwood, TN corporate office.

 

The Director, HR Business Partner designs, implements and monitors a variety of human resource programs. Anticipates and plans for long-term human resource needs and trends in partnership with business management. Drives the implementation of human resources programs within assigned business unit(s). Applies broad knowledge of all human resources disciplines (e.g., recruiting and selection, learning and development, employee and labor relations, compensation, etc.).

Job Responsibilities:

  • Provides strategic and consultative support as a business partner to evaluate the state of human resources in the business units, identify opportunities for improvement, including tactics, to client group and Senior Leadership, influencing them to make optimal decisions with HR impact. Develop and execute a strategic vision for the HR function.
  • Designs, implements, assesses, and establishes strategies with business leaders to select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting and business strategies.
  • Supports HR Strategy on labor relations activities and labor contract negotiations across union populations. Provides expertise to field HR concerning labor relations issues including final step grievance resolution, arbitration preparation and case presentation.
  • Develop and align HR initiatives to the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the company, plant and business unit level.
  • Collaborates in the design and communication of Business Unit and HR strategies. Delivers and implements strategies that support a high performing culture.
  • Manages and supports the business units operational objectives by developing and maintaining budgets, setting goals and objectives, determining actions required to meet goals and appraising the performance of the department and its employees.
  • Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance.  Effective interface with legal and safety department(s).
  • Coach managers/supervisors on employee relations issues in order to enable them to address employee issues directly at the plant floor level ensuring processes are in place to maintain a fair and equitable workplace.
  • Providing advice and counsel to managers on a variety of topics to optimize employee engagement, team development, and organizational effectiveness.
  • Perform difficult staffing duties, including managing understaffed situations, conflict resolution, terminating employees and administering disciplinary procedures.
  • Provide guidance and education to all employees on the administration and interpretation of the Delek Career Framework for all support functions.
  • Ensures compliance with government legislative requirements and adherence to human resources policies and procedures.
  • Educate and assist leadership on salary administration and performance management.
  • Provide career planning and development counsel to employees and managers.
  • Drive staffing process including sourcing strategies, interviewing, job offers and orientation. Measure staffing effectiveness, including turnover analysis and action planning.
  • HR Leadership, including but not limited to training, performance review and other support as necessary.
  • Annual HR Business Plans (prioritization, workforce requirements, budgeting, talent needs, training needs, etc.).
  • Work with Shared Services to prioritize and serve as SME for design of programs related to the business units.
  • Ensure all HR policies, procedures, and processes are executed.
  • Participate in interviews for internal and external talent and offer feedback regarding candidates.
  • Identify top talent internally and ensure proper development plans.
  • Assist with HR Initiative Roll-outs such as: bonuses, merit, employee survey, talent reviews and other initiatives as needed.
  • Collaborate with shared services regarding business specific reporting related requests i.e. affirmative action, veteran status, compliance.
  • Investigate and prepare reports, as required.
  • Perform other duties as assigned.

 

Required Qualifications – Education, Skills & Experience:

  • 10+ years of experience as a Human Resources Business Partner in an energy, commercial, supply chain, manufacturing, logistics, or industrial environment.
  • Bachelor's degree in a related field or equivalent experience. Master's or MBA degree preferred.
  • Considerable knowledge of HR principles, practices, and procedures related to employee relations, organizational development, training, and talent management.
  • Experience writing reports and presentations, including creation through analysis to all levels of the company, including the executive team.
  • Computer proficiency and technical aptitude with the ability to utilize MS Office (Excel, Word, Outlook, PowerPoint), the Internet, and various HRIS applications.
  • Ability to effectively plan, set priorities, and manage several complex projects simultaneously while working under pressure to meet deadlines.
  • Knowledge of federal and state laws relating to benefit plans including ERISA, HIPPAA, COBRA and FMLA.
  • Superior written and verbal communication skills to effectively address all levels within the organization.
  • Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures.
  • Ability to exercise considerable judgment and discretion in dealing with matters of significance for the company.
  • Proven ability to investigate and research information, analyze data in relation to the relevant employment laws, trends, policies and procedures and the Collective Bargaining Agreement to use sound judgment to draw valid conclusions, recommendations and develop corrective actions
  • Demonstrated ability to objectively coach and counsel employees at all levels on complex, highly sensitive work issues
  • Demonstrate discretion, able to work with sensitive and confidential materials and possess good business judgment
  • Ability to perform multiple functions simultaneously
  • Proven customer focused experience and excellent judgment
  • Must be legally authorized to work in the United States
  • Must be able to pass pre-employment background screening and drug screen

Preferred Qualifications – Education, Skills & Experience:

  • Five (5) years of Sr. HR Generalist/HR Manager experience with roles of increasing scope and customer interface responsibilities
  • Demonstrated employee relations experience
  • Knowledge and understanding of Federal, State and Local employment laws and regulations
  • Proven experience influencing others with whom you have no direct responsibility
  • Human resources experience at management level in a trading or commercial environment

 

Core Values:

  • Integrity We act with honesty and honor without compromising the truth.
  • Safety We ensure the health and safety of our employees and the communities in which we operate, while going beyond the legal requirements to provide an accident-free workplace.
  • Maximizing Value We operate with intention and recognize that the ultimate measure of a company’s success is the extent to which it enriches employees, customers and shareholders.
  • Growth Oriented We assume new responsibilities to position the organization and its employees to achieve new heights.
  • Commitment We are committed to our employees, the environment and communities in which we operate while delivering great products, services, and other initiatives that impact lives within and outside the organization.
  • Innovation & Excellence We have an intense desire to go beyond what is expected and take great pride in achieving exceptional outcomes.

 

 

Organizational Leveling:

  • Provides leadership to managers and professional staff. Is accountable for the performance and results of multiple related teams. Develops departmental plans, including business, production and/or organizational priorities. Decisions are guided by resource availability and organizational objectives.
  • Business Acumen: Applies knowledge of key business drivers and the factors that maximize department performance.
  • Leadership: Manages multiple related teams, sets departmental priorities and allocates resources to align with business objectives and annual plan.
  • Problem Solving: Identifies and solves complex, operational and organizational problems leveraging the appropriate resources within or outside the department.
  • Impact: Guided by organization functional business plans, impacts the department results by supporting and funding of projects, products, services and/or technologies. 
  • Interpersonal Skills: Persuades managers and leaders to take action and/or negotiates with external partners/vendors/customers.

 

Organizational Competencies:

  • Drive for Results Drives to achieve challenging performance objectives
  • Decision Making Selects a course of action to reduce risk and uncertainty and create optimal outcomes
  • Collaboration Sees connection points across the organization and partners effectively with others to achieve common goals
  • Change Agility Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety and ultimately business results
  • Team Building Builds trust, fosters openness, and provides support. As the manager of a team, selects and motivates a strong team

 

Functional Competencies:

  • Breadth of Technical Knowledge Effectively leverages broad knowledge of the technical disciplines within HR, as well as the organization's HR policies, procedures, programs and tools, to develop and implement solutions.
  • Business Insight Utilizes knowledge of practices and approaches for managing the function as a viable business entity.
  • Business Partnership & Consulting Functions as a trusted advisor regarding relevant markets, business strategies and operating environments to both the business and individual members.
  • Compliance Consultation Understands relevant regulatory standards and requirements impacting the organization and provides consultation and guidance to key stakeholders to ensure compliance.
  • Depth of Technical Knowledge Effectively leverages technical knowledge in specialized HR area(s) to produce solutions and facilitate improved performance.
  • HR Administration Efficiently manages day-to-day HR operational process in own specialized area.
  • Knowledge of Legal and Regulatory Requirements Maintains current knowledge of industry regulatory requirements such as reporting mandates, concepts and procedures, compliance requirements, and regulatory framework and structure.
  • Project Management Demonstrates the discipline of planning, organizing and managing resources and activities to achieve specified outcomes within a clearly defined timeframe and standards.
  • Resource Planning & Optimization Plans and optimizes resources within teams in order to maximize results and achieve desired performance.
  • Systems Thinking Takes a whole systems approach to analyze business issues and implements holistic solutions, ensuring that linkages between structure, people, process and technology are made.

#LI-MG1

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin, disability status, protected veteran status, or any other characteristic protected by law. Equal Opportunity Employer/Disabled/Veterans. 

BECOME PART OF THE ENERGY

It’s an exciting time to join Delek. We’re on a mission to attract, retain, and engage the best and brightest talent – those who are great team players and leaders who make it their first priority to serve. 

  • We are performance driven
  • We value a passion for excellence
  • We value teamwork
  • We value and reward hard work and dedication

Delek US offers the opportunity to provide you with more than a job – we want to help you build a career. 

Since our inception, our ability to hire the right people for the job has served us well, resulting in an impressive record of consistent growth and profitability. With more than 3,500 employees in nine states, we have brought together a diverse team of professionals passionate about investing their time and expertise in one of the most dynamic downstream energy companies in the market today. 

Welcome to Delek US Holdings

 

 

 

 

 

 


Nearest Major Market: Nashville

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