Director, Talent Acquisition

Director, Talent Acquisition

Location: Houston, TX, US, 77042 Bartlesville, OK, US, 74004 Job Field: Human Resources Phillips 66 & YOU - Together we can fuel the future The Director, Talent Acquisition (TA) leads the enterprise talent acquisition function for Phillips 66, a diversified energy company with global operations. Reporting to the VP, HR Services & Operations, this role is responsible for developing and executing a talent acquisition strategy that secures exceptional, diverse talent to fuel our future. The Director oversees a multi-functional TA organization spanning Experienced Recruiting, Hourly Recruiting, Early Career Recruiting, Contingent Labor and Talent Acquisition Excellence, with global reach across the U.S., Canada, UK, and emerging international markets. This is a senior leadership role at the intersection of strategy, people, and operations — accountable for ensuring Phillips 66 can attract and hire the right talent, at the right time, in the right way, across every level of the enterprise, including oversight of the contingent labor program to ensure a consistent, compliant, and cost-effective approach to flexible workforce solutions.

At Phillips 66, Lead Forward is our leadership approach. It defines how leaders show up, make decisions, and support their teams while delivering results in a complex, fast‑changing environment. Leaders who lead other leaders are expected to scale strong leadership across teams. This includes coaching leaders, aligning work to strategy, and breaking down barriers so teams can work together effectively. You'll guide others through change, encourage sound decision‑making, and ensure accountability for results.

What You'll Do

Strategic Leadership & Workforce Planning

Develop and execute a comprehensive, enterprise-wide talent acquisition strategy aligned with Phillips 66's business priorities, HR strategy, and workforce planning needs

Partner with senior HR leadership and business unit leaders to anticipate talent demands, identify pipeline gaps, and translate workforce insights into proactive recruiting strategies

Serve as a strategic advisor on labor market trends, talent availability, competitive positioning, and hiring risks

Establish and evolve the TA operating model to deliver differentiated service across staffing operations (hourly, experienced, early career) and advisory capabilities (strategic sourcing, compliance, employer brand)

Team Leadership & Development

Lead, develop, and inspire a team of recruiting professionals across five functional towers: Experienced Recruiting, Hourly Recruiting, Early Career Recruiting, Contingent Labor, and Talent Acquisition Excellence

Set clear performance expectations, define KPIs, and foster a high-performance culture grounded in accountability, continuous improvement, and coaching

Develop recruiter capability in sourcing strategy, candidate experience, market intelligence, and data-driven decision-making

Drive cross-tower collaboration to ensure TA operates as one unified function aligned to enterprise goals

Talent Acquisition Process & Governance

Set the standards, governance, and service levels for end-to-end talent acquisition processes, ensuring consistency, speed, and quality from requisition intake through day one

Own the integrity and evolution of the TA job description framework, ensuring alignment with Korn Ferry success profiles, Job Architecture standards, and the enterprise commitment to pay transparency

Drive full rollout and continuous refinement of the Job Architecture framework within TA, translating enterprise design decisions into clear recruiter guidance and consistent candidate-facing execution

Establish enterprise internal talent sourcing policy, ensuring internal mobility is prioritized appropriately and consistently in alignment with internal talent development commitments

Hold ultimate accountability for the function's compliance posture as a federal contractor setting policy, escalating risk, and ensuring the team operates within OFCCP, AAP, and fair hiring requirements

Executive & Specialty Recruiting

Lead executive-level talent strategy for VP and above, providing direct oversight of senior search execution, stakeholder alignment, and critical hiring decisions at the highest levels of the organization

Approve all agency search agreements for roles up to SGL 20; provide recommendation and coordination for SGL 21+ searches requiring EVPHR or CEO approval

Establish and govern the preferred vendor framework for external search, setting fee standards, compliance expectations, and accountability structures that protect P66's interests and hiring strategy

Employer Brand & Candidate Experience

Own and continuously evolve Phillips 66's employer value proposition across all recruiting channels including the careers site, LinkedIn, social media, job postings, and recruiter touchpoints

Partner with Marketing & Communications to develop compelling employer brand content (video, testimonials, campaigns) that authentically reflects Phillips 66's culture and growth opportunities

Set the standard for candidate experience across all touchpoints establishing expectations, measuring outcomes, and holding the organization accountable for a consistently excellent Phillips 66 hiring experience

Technology, Data & AI Enablement

Own the TA technology strategy and roadmap making investment decisions, driving adoption, and ensuring the tech stack enables recruiter efficiency, candidate experience, and data-driven hiring at scale

Champion responsible AI integration across the TA function, setting the standards for how AI tools are used in sourcing, screening, and analytics while preserving fairness, compliance, and human judgment

Establish the TA performance framework defining enterprise KPIs across all hiring channels and ensuring leadership has clear visibility into pipeline health, hiring velocity, quality of hire, and function ROI

Early Career & University Recruiting

Provide strategic oversight of Phillips 66's early career recruiting program, including university partnerships, internship programs, portfolio school strategy, and campus event footprint

Optimize the university recruiting strategy to maximize ROI concentrating investment in high-value target schools while broadening reach through HBCUs, technical schools, and non-traditional pathways

What You'll Bring - Required

Legally authorized to work in the job posting country

Bachelor's degree in Human Resources, Business Administration, or a related field

10 or more years of progressive Human Resources experience

5 or more years of people leader experience

What Makes You Stand Out - Preferred

Experience in energy, oil & gas, midstream, refining, or related industrial sector

Experience integrating internal mobility programs with external recruiting strategy

Exposure to employer branding, EVP strategy, and recruitment marketing

Demonstrated success leading and scaling a multi-channel talent acquisition organization, with accountability for enterprise-wide hiring outcomes and team performance

Proven track record building and evolving TA strategies, operating models, and governance frameworks that deliver measurable business impact

Track record establishing enterprise policy and governance for executive search and agency partnerships, including setting standards, approving agreements, and holding vendors accountable at scale

Demonstrated accountability for enterprise compliance posture across OFCCP, pay transparency, and fair hiring obligations with the ability to assess risk, set policy, and engage Legal and HR partners appropriately

Proven ability to operate as a trusted advisor and strategic peer to influence talent decisions at the highest levels of the organization

Track record using analytics and workforce intelligence to set function strategy, shape executive decisions, and demonstrate the ROI of investments

Experience implementing or optimizing HR/TA technology, including ATS, AI sourcing tools, and scheduling automation

Compensation Range

This position has a base salary range of $220,500-$269,500 annually. At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role's requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.

Total Rewards

At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being — physical, emotional, social, and financial — is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results — personally and professionally. Benefits for certain eligible, full-time employees include:

Annual Variable Cash Incentive Program (VCIP) bonus

8% 401k company match

Cash Balance Account pension

Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP

Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services

Learn more about Phillips 66 Total Rewards.

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