Manager - Human Resources

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 to give back to the community where we have long‑standing commitments to causes including MD Anderson Children’s 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. Summary Manager – Human Resources serves as a business partner to leadership while supporting Energy Transfer and Sunoco’s general management on all aspects of human resources. This position provides guidance on employee relations, performance management, organizational effectiveness, labor relations, workforce planning, compliance, and HR programs. The role partners closely with leaders to develop people‑focused solutions that align with business objectives while ensuring compliance with company policies and employment laws. on‑site position requiring occasional travel to support business operations. Essential Duties & Responsibilities HR Partnership Serve as a trusted advisor to leadership by providing guidance on organizational design, workforce planning, talent management, succession planning, and employee engagement. Partner with business leaders to develop and implement HR strategies that support operational and organizational goals. Coach managers on leadership effectiveness, employee development, performance management, career planning, and employee recognition. Employee Relations & Investigations Act as the primary advisor to management by analyzing complex employee relations issues and recommending practical, legally compliant solutions. Conduct internal investigations involving employee complaints, discrimination, harassment, workplace misconduct, and policy violations while recommending appropriate corrective action. Lead conflict resolution efforts and facilitate fair, consistent outcomes. Manage progressive discipline processes and ensure documentation is complete and compliant. Performance Management Guide leaders through performance management processes, including performance reviews, goal setting, calibration sessions, coaching conversations, and Performance Improvement Plans (PIPs). Support managers in addressing employee performance concerns and developing action plans that drive accountability and growth. Labor Relations Analyze, interpret, administer, and support collective bargaining agreements. Participate in labor contract negotiations and provide guidance on contract administration and labor‑related employee relations matters. Partner with operations and legal teams to ensure consistent application of labor agreements. HR Operations & Compliance Administer, oversee, and support all areas of Human Resources in a generalist capacity. Coordinate and conduct new hire orientation, onboarding, and exit interviews while identifying trends and recommending retention strategies. Draft, revise, communicate, and administer HR policies, procedures, and employee handbook updates to ensure compliance with federal, state, and local employment laws. Maintain strong working knowledge of employment regulations, including FMLA, ADA, FLSA, Title VII, EEO, OSHA, and other applicable laws. Partner with Legal, Payroll, Benefits, Compensation, Talent Acquisition, and other HR Centers of Excellence to resolve employee and business issues. Prepare for audits and support compliance reporting requirements. HR Analytics & Reporting Maintain HRIS data integrity and utilize HR metrics to identify workforce trends and support business decisions. Generate reports and dashboards related to turnover, headcount, employee demographics, performance, and other key HR metrics. Use data to recommend continuous improvements and strategic workforce initiatives. Employee Development & Engagement Design and facilitate training on leadership development, employee relations, compliance, performance management, and workplace policies. Partner with leadership to implement employee engagement and retention initiatives. Support organizational change management efforts and drive adoption of HR initiatives. Special Projects Lead or participate in cross‑functional projects, including organizational changes, acquisitions, system implementations, process improvements, and other strategic initiatives. Represent Human Resources in leadership meetings by presenting recommendations, updates, and workforce insights. Perform additional duties and special projects as assigned. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. Minimum of 8 years of progressive Human Resources experience in a generalist, Human Resources Business Partner, or employee relations role, or an equivalent combination of education and experience. Demonstrated experience conducting workplace investigations and managing complex employee relations matters. Working knowledge of federal and state employment laws, including FMLA, ADA, FLSA, Title VII, EEO, OSHA, and related regulations. Experience supporting performance management, organizational development, and change management initiatives. Strong business acumen with the ability to influence leaders at all organizational levels. Experience partnering across HR functional areas to develop comprehensive business solutions. Strong analytical, critical thinking, and problem‑solving abilities. Excellent organizational skills with the ability to manage multiple priorities in a fast‑paced environment. Outstanding written, verbal, interpersonal, and presentation skills. High level of integrity, professionalism, and discretion when handling confidential information. Proficiency with HRIS systems and Microsoft Office applications. Preferred Qualifications Eight or more years of employee relations experience. Previous labor relations and collective bargaining experience. SHRM‑CP, SHRM‑SCP, PHR, SPHR, or Prosci Change Management certification. Experience supporting large, multi‑site operations or industrial/manufacturing environments. Working Conditions In‑office working environment. Must be able to remain in a stationary position approximately 50% of the time due to prolonged periods of sitting or standing. Occasional overnight travel (up to 25%) may be required to support field operations. Occasional visits to industrial and manufacturing facilities requiring appropriate personal protective equipment (PPE). Participation in a rotating after‑hours on‑call schedule may be required. #J-18808-Ljbffr