About this role
This role acts as a strategic HR partner to a refinery organization in Tulsa, Oklahoma. It leads workforce planning, employee relations, organizational development, culture initiatives, and manages key HR operational processes including payroll, attendance, FMLA/leave, and employee progression administration.
Key Responsibilities
- Advise leaders on workforce planning, organizational development, performance management, and engagement
- Administer HR programs (performance, benefits education, attendance, FMLA/leave, policy compliance)
- Oversee payroll preparation and resolve timekeeping discrepancies
- Manage employee job progressions within HRIS and payroll systems
- Lead change management and support employee relations initiatives
Technical Overview
The scope is primarily HR operations and business partnering rather than software engineering. It includes HRIS and payroll-system administration, ensuring data accuracy for timekeeping and job progressions, and coordinating HR process improvements with HR Operations and Centers of Excellence (COEs).
Ideal Candidate
The ideal candidate is an HR Business Partner who has supported refinery or industrial leaders as a strategic HR advisor across workforce planning, employee relations, and organizational development. They manage core HR operations such as payroll preparation, timekeeping validation, FMLA/leave administration, and HRIS-driven employee progression with a high accuracy and compliance mindset.
Must-Have Skills
Serves as a strategic Human Resources partnerIndependently leads HR initiatives related to workforce planningemployee relationsorganizational developmentand culture enhancementEnsures adherence to federalstateand company HR policies and regulationsOversees payroll preparation for assigned subsidiary employeesAdministers and supports key HR programs including performance managementbenefits educationattendanceFMLA/leave managementpolicy compliance and records management
Tools & Platforms
HRISpayroll systems
Required Skills
workforce planningemployee relationsorganizational developmentculture enhancementperformance managementemployee engagementchange managementbenefits educationattendanceFMLA/leave managementpolicy compliancerecords managementonboardingorientationpayroll preparationtime and attendance entriesemployee progression administrationHRISpayroll systemsdocumentationreports and correspondence
Hard Skills
workforce planningemployee relationsorganizational developmentculture enhancementperformance managementemployee engagementchange managementFMLA managementleave managementpolicy compliancerecords managementonboardingorientationbenefits educationpayroll processingpayroll preparationtimekeeping administrationtime and attendance entriesjob progressions administrationemployee progression administrationHRISpayroll systemsdocumentation preparationreports and correspondencefederal HR policy compliancestate HR policy complianceattendance managementbenefits-related activitiesemployee progression eligibility reviewcompetency validationtime-in-role requirements verificationHR program administrationHR process improvementHR tools and systems implementationorganizational effectiveness trend analysisroot cause analysis (turnoveremployee relationsculture)
Soft Skills
Strategic HR partnershipAdvising frontline and mid-level leadersBuilding trusted relationshipsProactive recommendation of HR solutionsFacilitation of change managementGuidance on sensitive and complex employee relations issuesFair and thorough issue handlingCollaboration with HR ManagerHR OperationsCOEsand site leadershipHigh degree of accuracyCustomer service mindset for internal stakeholdersCommunication (verbal and written)
Keywords for Your Resume
Human Resources Business PartnerHR Business Partnerstrategic Human Resources partnerworkforce planningemployee relationsorganizational developmentculture enhancementperformance managementemployee engagementchange managementHR program administrationbenefits educationattendanceFMLAleave managementpolicy compliancerecords managementonboardingorientationpayroll preparationtime and attendance entriestimekeepingjob progressionsemployee progression administrationHRISpayroll systemsemployee progression eligibilitycompetency validationtime-in-role requirementsemployee progression readinessemployee relations guidancefederal HR policiesstate HR policiesCenters of Excellence (COEs)
Deal Breakers
Must ensure adherence to federal, state, and company HR policies and regulations, Must be able to oversee payroll preparation for assigned subsidiary employees, Must administer performance management, benefits education, attendance, FMLA/leave management
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