Acquisition h1.location_city

PEMEX Deer Park is a highly complex refinery located 18 miles east of Houston in Deer Park, TX, and is a part of the PEMEX group which is a fully integrated oil company in the Americas, working across the entire value chain: exploration, production, industrial processing/refining, logistics and marketing. PEMEX Deer Park provides a diverse and inclusive work environment that employs approximately 1000 employees with another 1200 contractors on site. The refinery’s rated capacity is 340,000 barrels per day and has the feed flexibility to process multiple grades of crudes to produce the high-quality transportation fuels the world needs. The PEMEX Deer Park site is co-located with other 3rd party chemical facilities allowing for further integration and optimization of the refinery and its products. We set high standards of performance and ethical behaviors and offer challenging and fulfilling job opportunities in a number of fields. We take great pride in our ability to ensure the health and safety of our workers and the environment while being a good neighbor and have a positive impact on the local community where we work.

BENEFITS:

We value our employees’ time and efforts. Our commitment to your success is enhanced by our competitive compensation and an extensive benefits package including paid time off, medical, dental, and vision benefits, and future growth opportunities within the company. Plus, we work to maintain the best possible environment for our employees, where people can learn and grow with the company. We strive to provide a collaborative, creative environment where each person feels encouraged to contribute to our processes, decisions, planning and culture.

Job Summary:

The Talent Management Partner is a key member of the HR team supporting a
refinery workforce of ~1,000 employees.
The Talent Management Business Partner serves as a strategic advisor to HR
Business Partners and operational leaders, driving the organization’s talent strategy
across leadership development, succession planning, workforce planning, and talent
acquisition. This role designs and implements talent programs that strengthen
leadership capability, enhance internal mobility, and ensure the organization attracts,
develops, and retains top-performing talent. The role is responsible for the full-cycle
recruiting for both union and non-union roles, with a strong emphasis on
engineering, technical, operations, and leadership positions.

Accountability & Responsibilities:

1. Talent Management & Leadership Development
• Design, implement, and deliver leadership development programs aligned
with organizational goals.
• Collaborate with HR Business Partners to identify skill gaps and create
targeted development initiatives, including coaching, mentoring, and
continuous learning programs.
• Support the assessment and advancement of high-potential employees
through career pathways and stretch assignments.
• Build and maintain succession plans for critical refinery and operational roles.
• Lead and contribute to talent reviews and enterprise-wide development
initiatives.
• Promote and embed Diversity, Equity & Inclusion principles across all talent
programs to ensure equitable opportunities.
2. Workforce Analytics & Talent Insights
• Develop and maintain dashboards and metrics measuring internal mobility,
talent pipelines, program utilization, and development effectiveness.
• Provide actionable insights on labor market trends, turnover risks, and
competitive pay practices to support workforce planning.
• Utilize data to recommend strategic solutions that improve organizational
capability and talent readiness.
3. Talent Acquisition
• Lead full-cycle recruitment for union and non-union positions in technical,
engineering, operations, and leadership areas.
• Implement proactive sourcing strategies to attract high-quality candidates.
• Review resumes, conduct initial screening, and evaluate candidates in the
Applicant Tracking System (ATS).
• Manage all hiring logistics including scheduling, interview coordination,
feedback collection, and candidate communication.
• Partner with hiring managers and HR Business Partners to define staffing
needs, develop job postings, selection criteria, and structured interview guides.
• Build talent pipelines through networking, industry partnerships, and digital
sourcing platforms.
• Ensure compliance with EEO, OFCCP, and refinery-specific hiring
requirements.
• Represent the company at career fairs, industry events, and campus recruiting
initiatives.
• Serve as the primary point of contact for internship programs, overseeing
recruitment, program design, and intern experience.
• Support onboarding by coordinating integration plans and ensuring a smooth
transition for new hires.
• Track and analyze talent acquisition metrics to drive process improvements
and inform hiring strategy.
4. Stakeholder Partnership
• Act as a strategic partner to HR Business Partners and business leaders on
talent development, workforce planning, and organizational capability.
• Provide consultation on succession risks, development needs, and talent
solutions.
• Build strong relationships with internal and external stakeholders to support
the effectiveness of all talent programs.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential
duty satisfactorily. The requirements listed below are representative of the
knowledge, skill, and/or ability required. Reasonable accommodation may be made
to enable individuals with disabilities to perform the essential functions.
• Must have legal authorization to work in the US on a full-time basis.
• Ability to effectively manage competing priorities.
• Excellent interpersonal and communications skills.
• Outstanding interpersonal skills with the ability to develop and maintain
effective relationships with senior business leaders, managers, and peers.
• Exceptional written and oral communication skills with strong negotiation and
influencing skills.
• Knowledge of HR best practices, employment law, and regulatory compliance,
particularly in the context of the Oil and Gas industry.
• Outstanding organizational and project management skills.
• Cultural awareness, sensitivity, and aptitude for leading in a complex employee
environment, including represented employees.
• Knowledge of pertinent Federal, State, and local laws, codes, and regulations.
• Proficient with Microsoft Office Suite.

Job Knowledge, Skills & Experience, Education and Experience:

• Bachelor’s degree in human resources, Organizational
Development, Business, or related field required, Master’s
preferred.
• 5+ years of experience in talent management, workforce
planning, organizational development, and/or talent
acquisition.
• Experience supporting manufacturing, energy, or
refinery industries strongly preferred.
• Demonstrated experience designing and implementing
talent development programs.
• Proficiency with Applicant Tracking Systems (ATS) and
HR analytics tools.

Skills & Competencies:

• Strategic Talent Planning
• Talent Development & Coaching
• Candidate Sourcing & Engagement
• Stakeholder Engagement
• Workforce Analytics & Insight Generation
• Relationship Building
• Project Management
• Change Management & Communication
• DEI Advocacy
• Problem Solving
• Confidentiality & Professionalism

Physical requirements:

The physical demands described here are representative of
those that must be met by an employee to successfully
perform the essential functions of this job. Reasonable
accommodation may be provided to enable individuals with
disabilities to perform the essential functions:
• 15-25% of work is performed in an outside petrochemical
manufacturing environment.
• Must currently hold or be able to qualify to receive a
Transportation Worker Identification Credential (TWIC)
card. Note, information regarding TWIC qualification
standards may be found at