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HR Business Partner, Refining

Date: Feb 18, 2019

Location: TX:Dallas, TX - Texas, US, 75251

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Delek US Holdings, Inc. is a diversified downstream energy company with assets in petroleum refining, logistics, renewable fuels and convenience store retailing.  The refining assets consist of refineries operated in Tyler and Big Spring, Texas, El Dorado, Arkansas and Krotz Springs, Louisiana with a combined nameplate crude throughput capacity of 302,000 barrels per day.

The logistics operations primarily consist of Delek Logistics Partners, LP.  Delek US Holdings, Inc.and its affiliates own approximately 63% (including the 2 percent general partner interest) of Delek Logistics Partners, LP.  Delek Logistics Partners, LP (NYSE:DKL) is a growth-oriented master limited partnership focused on owning and operating midstream energy infrastructure assets.

The convenience store retail business is the largest 7-Eleven licensee in the United States and operates approximately 300 convenience stores in central and west Texas and New Mexico.

Position Overview:

The HR Business Partner for Refining is responsible for providing leadership and support in the development and execution of human resources operations and strategies to meet current and future business needs within the organization. Specific areas of focus include employee relations, labor relations, recruitment, organizational development, training, HR management, and implementation of well-conceived and designed programs, and synchronization of HR processes, systems, policies and procedures pertaining to all HR activities in the Refining Business Unit.  The HR Business Partner for Refining will lead and manage a team of 3-5 HR direct reports within our refinery locations. This position will be located in our Dallas, TX office and will report to the Chief Human Resources Officer (CHRO). 


Specific Duties & Responsibilities Include:


  • Provide leadership, guidance, and development to a team of 3-5 HR direct reports
  • Provide guidance and education to all Employees on the administration and interpretation of the Collective Bargaining Agreement, and insures the company is in compliance with the collective bargaining agreement
  • Develops, implements and administers (through a variety of techniques such as quarterly meetings) the management-labor relations area of the personnel program in an effort to improve labor relations
  • Participate in the negotiations of successor collective bargaining agreements
  • Collaborates as a strategic business partner with business unit leadership to evaluate the state of human resources in the business unit, identify opportunities for improvement, develop and execute a strategic vision for the HR function
  • Serve as Human Resources leader on site and an internal resource and trusted advisor to managers, supervisors and employees on personnel matters that affect performance and business relationships
  • 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
  • Recruits, screens, and leads interview process for the placement of hourly and salary personnel assuring that qualified employees are hired possessing the necessary attributes and skills for current and future requirements
  • 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, and business unit level
  • Manages the Human Resources department 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)
  • Ensure compliance with state and federal regulatory activities such as wage orders, EEO, AAP, OSHA/Safety, Worker's Compensation, Unemployment, FLSA and FMLA
  • 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
  • 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
  • Investigate accidents and prepare reports, as required
  • Travel of 25% will be required
  • Perform other duties as assigned



Required Education and Experience:

  • Bachelor's degree in HR management, public administration or business discipline; advanced degree preferred 
  • Seven (7) to ten (10) years of progressive experience as HR Manager, HR Business Partner, or Director with roles of increasing scope and customer interface responsibilities in a refining, manufacturing, or comparable industry
  • A minimum of three (3) years labor relations experience
  • Considerable knowledge of HR principles, practices, and procedures related to employee relations, labor relations, organizational development, training, and talent management
  • Demonstrated knowledge and proficiency in MS Office applications (Excel, Word, Outlook, and PowerPoint) and various HRIS applications
  • Knowledge and understanding of Federal, State and Local Employment laws and regulations and ability to apply legal concepts to real world situations
  • Knowledgeable in all areas of HR including benefits administration, compensation, employee development, employee appraisal, and employee relations
  • Proven ability to exercise considerable judgment, confidentiality, and discretion in a variety of settings in dealing with matters of significance for the company
  • Proven ability to develop, implement and enforce policies and practices which are aligned with the Philosophy, Core Values and Code of Ethics of the Company
  • Proven ability to investigate and research information, analyze data in relation to the relevant employment laws, trends, policies 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
  • Proven ability to effectively plan, set priorities, and manage several complex projects simultaneously while working under pressure to meet deadlines
  • Ability to effectively coach, counsel, and advise all personnel and all levels
  • Demonstrated skills leading change through organizations in HR roles
  • Experience managing conflict and diffusing difficult situations
  • Superior written and verbal communication skills to effectively interface at all levels within the organization, including the executive team
  • Excellent interpersonal skills, empathetic, positive and an attentive listener
  • Must be legally authorized to work in the United States
  • Must be able to pass pre-employment background screening and drug screen



  • A master's degree in a related field (HR, Business Management) or other field preferred
  • Ten (10+) years of progressive experience in a senior level HR leadership role in a large oil, gas, energy, or manufacturing organization
  • Strong working knowledge/ experience in SAP, SuccessFactors, Payroll Systems & Kronos
  • Merger and acquisition experience a plus
  • SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential


Desired Personal Qualities and Attributes:

The ideal candidate should possess:


  • Credibility – Can command respect; problem-solver with the ability to analyze problems carefully and conceptualize solutions.  Capable of translating business priorities into HR programs, processes and initiatives that drive value and meet the business needs.
  • Communication skills – Polished; good listener; excellent written and oral communication skills. Ability to exercise strong cross-functional relationship, influence and persuasion skills to manage and deal effectively with change management initiatives.
  • Collaborative – Demonstrates a willingness and ability to work with and through others; able to forge effective working relationships with various parties and encourage them to work together toward common goals. Experience working cross functionally with all areas of HR with demonstrated collaboration & teaming skills.
  • Ownership – Self-starter with creative mind who takes initiative and ownership with a proven track record of putting ideas into practice and assessing results while maintaining strong business partnerships in a dynamic and fast paced environment.
  • Values – A hard work ethic and high energy level; honest and straightforward; outstanding integrity.

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.

Nearest Major Market: Dallas
Nearest Secondary Market: Fort Worth

Job Segment: ERP, Business Manager, SAP, Refinery, Information Systems, Technology, Management, Energy

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