INEOS Olefins & Polymers USA is hiring: Senior HR Analyst in League City

Interested in joining a winning team? A team whose employees are empowered to make a difference?

Offer Range: $92,100 - 115,100

Organizational context and job purpose

INEOS has grown to become a leading chemical company, with sales today of around $65 billion annually. INEOS is a global company with 26,000 employees on 194 sites in 29 countries. The Olefins & Polymers USA (O&P USA) business within INEOS includes the product lines Ethylene, Propylene, Butadiene, Polypropylene (PP) and Polyethylene (PE). Manufacturing sites include Chocolate Bayou Works (Alvin, TX), Battleground Manufacturing Complex (LaPorte, TX), and Carson (Carson, CA), with a division office in League City, TX. Overall, O&P USA has approximately 1,300 employees, 1,400 contractors, and annual revenue of $3 to $4 billion.

How the Role Fits In:

The INEOS O&P USA Human Resources Team at our Marina View Headquarters in League City, TX is responsible for all areas of functional HR expertise: recruiting and selection, training, employee consultation, compensation, job evaluation, employment law, benefits, HRIS, payroll, EEO, policies and infrastructure, change management, organizational planning and design, performance management, facilitation, and process consultation. The team also coordinates closely with the HR teams at the two large Houston-area manufacturing sites.

This position reports directly to the Human Resources Director for INEOS Olefins & Polymers USA. Due to the interpersonal interactions with managers and employees required in this role, this job must be performed from the Marina View office with travel, as-needed, to other INEOS sites.

The Main Purpose of the Role:

The Senior Human Resources Analyst/Representative takes on supporting an increasingly diverse number of processes, projects, and tasks for the business. This position may take a lead in more than one HR function, additionally assists on a number of projects and data requests for O&P as well as pulling from the other INEOS US companies as needed.

The primary responsibility of the Senior Human Resources Representative/Analyst is the analyses of the employee survey and other employee feedback tools and make recommendations to improve employee relations as well as supporting one of the major sub-functions in Human Resources, such as:

• Compensation consultation and administration;
• Organizational planning and development;
• Performance management and improvement systems;
• Employment and compliance to regulatory concerns;
• Employee orientation, development, and training;
• Policy development, interpretation, and documentation;
• Committee facilitation/leadership;
• Employee communication.

In addition, the Senior Human Resources Representative/Analyst works on a variety of other projects and issues as they arise, often in a lead coordination role.

Responsibilities AND Accountabilities

Accountability 1: Analysis / Problem-Solving of Employee Surveys and Feedback Processes

• Conduct analysis of INEOS employee survey data, available public information, and INEOS information and summarize for use by HR and other INEOS departments.
• Trend available INEOS O&P data to identify opportunities, milestones, and trends for follow-up and problem solving.
• Develop, update, and improve policies/procedures in conjunction with subject matter experts.
• Facilitate the use of efficiency tools (Lean, Six Sigma, other) for the improvement of SHEQ administrative processes.
• Conduct program analysis and compare to external data sources, and recommend improvements.
• Recommend approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• May develop, coordinate, or assist in training activities as needed.
• Provide informational training to all levels of the organization.

Accountability 2: HR Policy & Program Administration and Support

• Develop, recommend, and implement HR policies and procedures.
• Coordinate activities to ensure proper documentation is in place and appropriate HR actions are taken in multiple HR functions.
• Work closely with HR Site Managers and Advisors to deliver HR services.
• May provide back-up for HR Advisors on HR program administration.

Accountability 3: Support HR department efforts in compensation; gaining a reputation of expertise.

• Match INEOS jobs and submit INEOS data to third-party annual salary surveys.
• Perform analyses on survey results to make recommendations of annual changes to pay structure based on market pay levels.
• Perform ad-hoc analyses on compensation issues from HR Director/Board requests.
• Coordinate with managers on their inputs into compensation.
• Implement the various activities or cycle of tasks related to compensation from start to completion.
• Provide counseling and feedback to managers and senior leadership.
• Lead communication efforts to all stakeholders to effectively coordinate compensation.
• Work with supervision and management for compensation coordination and participation.
• Design, coordinate, and conduct compensation training.
• Work with team leaders on compensation tasks.

Begin to provide input and support leadership in the development of compensation strategic plans and approaches.

Accountability 4: HR Support to Employees and Managers

• Advise management on policy and/or legal compliance.
• Provide confidential employee relations counseling and exit interviewing.
• May act as an internal consultant providing HR technical support to clients.
• Provide crisis support as needed.
• Advise and assist management in disciplinary matters (action plans, appropriate levels of discipline) and participate in employee disciplinary/termination meetings depending on action taken.

Accountability 5: Team Leadership on Projects

• Work on special projects, develop and administer various human resources plans and programs.
• Develop, recommend, and implement HR policies and procedures.
• Recommend approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Develop the ability to influence others at own and higher levels;
• Be requested to facilitate diverse, cross-functional teams on occasion.
• Collaborate with diverse team members.
• May function as discipline lead on multidiscipline teams.

Skills & Knowledge Required

Education/Experience

Level of Education & Experience

• Undergraduate degree in Human Resources, Business Management or related field with 7+ years of professional HR experience with 1 year as a generalist OR minimum of 10+ years experience in Chemicals or industrial setting at operations with progressively increasing responsibilities in all aspects of Human Resources.
• HR experience in Chemicals or industrial setting at operations is strongly preferred.
• Professional certification in Human Resources (PHR/SPHR) preferred.

Skills and Competencies

Technical skills

• Expertise in US employment law, salary administration and compensation, benefits plans, resourcing, and general employee relations.
• General understanding of compensation principles, including base pay, incentives, bonuses, and equity.
• Knowledge of HAY Job Grading system would be beneficial.
• Excellent written and verbal skills are essential; should be comfortable giving presentations.
• Must have computer skills in HRIS systems and reporting and MS Office (Word, Excel, PowerPoint, Access).
• Must have computer skills in HCM systems and reporting, preferably in Workday.
• Understanding of the proper investigative methods for legal/regulatory compliance investigations (e.g., non-harassment, discrimination, etc.).
• Prior responsibility for facilitating the use of trend analysis for communicating strategy and progress against goals.
• Uses systematic approaches to solve problems; notices patterns.
• Breaking down the complex issues into smaller ones begins identifying the 'what' that needs to be done.
• Takes efforts to continuously improve the process.
• Must possess excellent verbal and written communication skills.
• Sought after by supervisors and first-level management for the advice and counsel with regards to their personal HR expertise.
• Comfortable interacting with employees at all levels of the organization.
• Ability to work collaboratively on projects while demonstrating strong interpersonal skills. Requires handling multiple priorities and balancing a heavy demand environment with an even disposition.
• Ability to lead change, influence outcomes, and provide coaching and consultation to clients as needed.
• Ability to form and maintain strong relationships with all clients providing virtual and on-site response as required.
• Must be highly ethical.
• Team player and adaptable.

PHYSICAL REQUIREMENTS

• Frequently (70-100%) sitting.
• Occasionally (30-60%) lifting and carrying up to 20 pounds.
• Infrequently (10% or less) ascending and descending stairs, bending, stooping, twisting, kneeling, and reaching at/below shoulder height.
• The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; viewing a computer screen and extensive reading.
• The worker is not substantially exposed to adverse environmental conditions.
• This position requires the employee to always be alert, able to concentrate on their task at hand, and not impaired by medications (prescription, non-prescription, illegal or legal substances including alcohol), or any other mental condition which adversely affects alertness, concentration, or judgment.

Our culture is one of honesty and integrity with an emphasis on safety, health, and environmental performance. On our team, people are acknowledged for embracing new practices that help create real value for customers.