HR Advisor

About the role

The HR Advisor provides senior-level human resources advisory and operational execution support for INEOS Acetyls, acting as a trusted partner to site and functional leaders. The role focuses on employee and labor relations, workforce execution, performance management, organizational effectiveness, and compliance within a union and non-union manufacturing environment, supporting safe, reliable, and sustainable operations while minimizing people-related risk.

Responsibilities

• Complies with and supports SHE expectations as defined by the INEOS Life Saving Rules and 20 Safety Principles.
• Ensures workforce access, training, and employee relations decisions align with site safety and regulatory requirements.
• Integrates SHE expectations into investigations, disciplinary actions, and corrective measures.
• Supports audits and inspections through accurate workforce documentation and compliance practices.
• Acts as a trusted HR advisor and internal consultant to site and functional leadership.
• Guides leadership on leadership effectiveness, workforce execution, and organizational change.
• Interprets HR policies and employment law to support consistent, risk-based decision making.
• Influences leadership decisions through sound judgment, experience, and workforce insight.
• Strengthens people management capability through coaching and practical guidance.
• Independently leads complex employee relations matters across union and non-union populations.
• Conducts investigations related to discipline, conduct, performance, harassment, and policy violations.
• Advises leaders on corrective action and termination decisions, ensuring fairness and legal compliance.
• Supports unemployment hearings, audits, and regulatory inquiries.
• Identifies trends and systemic risks and recommends preventative interventions.
• Serves as the primary HR point of contact for day-to-day labor relations activities.
• Administers and interprets collective bargaining agreements, advising leaders on contract application.
• Manages grievance processes through early and mid-stage steps, including investigation and documentation.
• PARTNERS WITH THE HR MANAGER TO PREPARE ARBITRATION CASES THROUGH FACT-FINDING AND ANALYSIS.
• SUPPORTS COLLECTIVE BARGAINING THROUGH COSTING ANALYSIS, PROPOSAL DRAFTING, AND PREPARATION OF MANAGEMENT MATERIALS.
• BUILDS CONSTRUCTIVE WORKING RELATIONSHIPS WITH UNION REPRESENTATIVES TO SUPPORT OPERATIONAL CONTINUITY.
• IDENTIFIES LABOR-RELATED RISKS AND ESCALATES ISSUES WITH MITIGATION RECOMMENDATIONS.
• MAY SERVE AS COMPANY REPRESENTATIVE IN EXTERNAL INDUSTRY COMMITTEES/NETWORKS (VCC, SCG) IN SELECT AREAS OF PERSONAL EXPERTISE.
• IMPLEMENTS AND MAINTAINS HR POLICIES AND PROCEDURES ALIGNED WITH LEGAL, REGULATORY, AND BUSINESS REQUIREMENTS.
• PROVIDES GOVERNANCE AND ESCALATION SUPPORT FOR HR OPERATIONS INCLUDING PAYROLL, BENEFITS, AND HRIS, PARTNERING WITH HR OPERATIONS AND PAYROLL TEAMS.
• ENSURES EFFECTIVE INTERNAL CONTROLS, COMPLIANCE, AND AUDIT READINESS WITHOUT DIRECT TRANSACTIONAL OWNERSHIP.
• REVIEWS HR METRICS, TRENDS, AND WORKFORCE DATA TO IDENTIFY RISK, IMPROVEMENT OPPORTUNITIES, AND CONTROL GAPS.
• LEADS OR PARTICIPATES IN HR PROJECTS AND CROSS-FUNCTIONAL INITIATIVES TO IMPROVE EFFICIENCY, CONSISTENCY, AND SERVICE DELIVERY.
• CONTRIBUTES TO THE CONTINUOUS IMPROVEMENT OF HR PROGRAMS, GOVERNANCE FRAMEWORKS, AND OPERATING PRACTICES.
• PARTNERS WITH LEADERS ON RECRUITING EXECUTION, WORKFORCE PLANNING, AND SUCCESION FOR CRITICAL ROLES.
• SUPPORTS PERFORMANCE MANAGEMENT CYCLES AND LEADERSHIP DEVELOPMENT ACTIVITIES.
• ADVISES ON ORGANIZATIONAL DESIGN, ROLE CLARITY, AND CHANGE MANAGEMENT INITIATIVES.
• SUPPORTS COMPENSATION PLANNING AND INTERNAL EQUITY REVIEWS.

Requirements

• Bachelor’s degree in HR, Business, Accounting, Finance, or related field.
• 10+ years progressive HR experience with at least 5 years' experience in employee relations.
• HR experience in petrochemicals or other similar manufacturing industry is preferred.
• PHR/SPHR or SHRM-CP/SCP preferred.
• Strong employee and labor relations experience, including grievance handling.
• Solid understanding of U.S. employment and labor law.
• HRIS experience (Workday preferred) with focus on governance and insights.

Qualifications

• High attention to detail with strong ownership mindset and bias for action.
• Excellent written and verbal communication skills; ability to convey complex information clearly.
• Strong analytical and problem-solving skills with the ability to interpret data and make recommendations.
• HIGHLY ORGANIZED, ADAPTABLE, AND ABLE TO MANAGE COMPETING PRIORITIES AND DEADLINES.
• Demonstrated discretion and confidentiality when handling sensitive employee and financial information.
• Continuous improvement mindset with the ability to develop workflows and prevent issue recurrence.
• Ability to influence and coach leaders at multiple levels.

Skills

• Strong employee and labor relations experience, including grievance handling.
• Solid understanding of U.S. employment and labor law.
• HRIS experience (Workday preferred) with focus on governance and insights.

Benefits

Commensurate with experience.

Pay

TBD

Schedule

TBD