Director, Human Resources

At Motiva, our employees’ energy, passion, and dedication to excellence are what make us who we are and what allows us to generate energy that makes a house a home, gets us from point A to point B, and enables our health and wellbeing. We invest in every aspect of our employees’ lives because, at Motiva, our people matter.

Headquartered in Houston, Texas, Motiva refines, distributes and markets petroleum products throughout the Americas. The company’s Port Arthur Manufacturing Complex in Port Arthur, TX, is comprised of North America’s largest refinery with a total throughput of 720,000 barrels per day, the largest base oil plant in the western hemisphere, and an integrated chemical plant. Under exclusive long-term brand licenses with Shell and Phillips 66 (for the 76® brand), Motiva’s commercial operations supply more than 12 billion gallons of fuel to customers annually. Motiva is wholly owned by Aramco, one of the world’s largest integrated energy and chemicals companies.

Position Overview:

The Director, Human Resources is the senior HR leader for Motiva's Port Arthur Manufacturing Complex and a strategic advisor to the EVP of Operations. The role translates refinery and operations priorities into an integrated people strategy that strengthens organizational capability, leadership effectiveness, workforce readiness, labor stability, and long-term business performance. As a member of the Site Leadership Team and a key leader on the Human Resources Leadership Team (HRLT), the Director helps shape enterprise HR strategy while ensuring refinery needs and operating realities are represented in company-wide decisions.

This role provides executive leadership for refinery-facing HR services, including HR business partnership, labor and employee relations, organization and talent strategy, workforce and succession planning, change leadership, and technical learning and development. The Director leads through subordinate leaders and professional teams, serves as a visible sponsor of major organizational change, and establishes both annual and long-range people priorities aligned with safe, reliable, and competitive operations.

The Director also provides strategic oversight of labor relations across seven collective bargaining agreements and partners closely with refinery leadership, Legal, Safety, Medical, and Occupational Health to address complex workforce matters, strengthen case management and regulatory alignment, guide fitness-for-duty, accommodation, leave, and return-to-work decisions, and proactively manage health-related workforce risks while protecting employee privacy and supporting safe operations.

Responsibilities:

• Serve as the senior HR advisor and strategic partner to the EVP of Operations, providing candid counsel on business, workforce, leadership, organizational, and culture priorities affecting the refinery and broader Operations organization.
• Provide executive HR leadership for the Port Arthur Manufacturing Complex, actively contributing as a member of the Site Leadership Team, translating business and operational strategies into current and long-range HR objectives, annual plans, and workforce priorities.
• Serve as a key leader on the HRLT, shaping enterprise HR strategy, policies, programs, and major initiatives while ensuring refinery and Operations requirements are understood, integrated, and appropriately prioritized.
• Lead and guide a team of HR Business Partners in advising leadership on organization design, workforce planning, succession, leadership selection and development, talent movement, performance, retention, and culture; ensure the team challenges assumptions and delivers strategic counsel that strengthens organizational performance and creates long-term value.
• Set the strategic direction for technical learning and development to build and sustain critical refinery capability, improve workforce readiness, support qualification and progression needs, strengthen knowledge transfer, and align learning investments with operational risk and business priorities.
• Provide strategic leadership for labor relations across seven collective bargaining agreements, including labor strategy, collective bargaining preparation and execution, contract interpretation, grievance and arbitration strategy, union-management relationships, and proactive identification and mitigation of labor risk.
• Oversee complex employee relations, investigations, performance matters, and organizational risk decisions; ensure issues are addressed consistently, promptly, and in partnership with Legal, Compliance, and other subject-matter experts as appropriate.
• Partner with Medical and Occupational Health leaders and teams to establish and govern an integrated approach to employee health matters, including fitness for duty, accommodations, occupational and non-occupational illness or injury, medical leave, return-to-work planning, regulatory considerations, and emerging workforce health risks, balancing employee care, privacy, legal compliance, and operational safety.
• Use workforce data, external trends, and business insight to anticipate challenges, develop compelling business cases, authorize or recommend major HR initiatives, and measure whether people strategies and programs are improving business outcomes.
• Promote consistent application of company policies, employment practices, and HR programs while identifying opportunities to improve or modernize approaches based on refinery needs, industry dynamics, and enterprise strategy.

Experience and Qualifications:

Basic Qualifications

• Bachelor’s degree with 15+ years of progressive overall HR experience in the chemical, petrochemical, or refining industry.  
• Proven experience leading leaders and multidisciplinary HR teams, with the ability to set direction, build capability, manage resources, and deliver through others.
• Strong capability across core HR disciplines, including organization design, workforce and succession planning, talent management, leadership development, change management, employee relations, performance management, talent acquisition, and rewards.
• Familiarity with HR best practices including change, motivation, and employee development. 
• Proven ability to use workforce analytics, external insights, and operational context to anticipate risk, identify opportunities, and deliver practical recommendations that improve organizational and business performance.
• Demonstrated skills in consulting, mediating, negotiating, coaching, business acumen, influencing, and project management. 
• Demonstrated ability to lead complex organizational transformation, challenge the status quo, develop strategic business cases, influence enterprise decisions, and sponsor major change initiatives.
• Strong business and financial acumen, sound judgment, executive presence, and the ability to navigate high-impact, confidential, and time-sensitive matters in a highly regulated operating environment.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Industrial Relations, or a related field.
• Labor relations experience, including collective bargaining, contract administration and interpretation, grievance and arbitration strategy, union-management relations, and labor risk management in a multi-agreement environment.
• Experience overseeing technical learning, workforce capability, or operational training strategies in a complex industrial setting.

We reserve the right to amend or withdraw Motiva jobs at any time, including prior to the closing date. Depending on qualifications, the successful candidate may be offered a position at a more appropriate level and/or grade.

Applicants for regular U.S. positions must be authorized to work in the United States for Motiva Enterprises LLC without the need for sponsorship of an immigration authorization or visa (for example, TN, H-1B, or other employment-based immigration authorization or visa).

Motiva participates in E-Verify.

All qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, age, religion, disability, sexual orientation, gender identity, protected veteran status, citizenship, genetic information, or other protected status under federal, state, or local laws.