Company:
INEOS Oligomers
Organizational Context and Job Purpose
Organizational Context:
INEOS is a global manufacturer of petrochemicals, speciality chemicals and oil products. Comprising 36 individual businesses, we operate 194 facilities in 29 countries throughout the world.
INEOS products make a significant contribution to saving life, improving health and enhancing standards of living for people around the world. Our businesses produce the raw materials that are essential in the manufacture of a wide variety of goods: from paints to plastics, textiles to technology, medicines to mobile phones - chemicals manufactured by INEOS enhance almost every aspect of modern life.
The INEOS Oligomers division includes a wide range of products ranging from LAO, PAO and PIB to Specialty Oligomers, iso-paraffines, cyclopentane and isoamylene which are made in Europe and in the Americas and sold worldwide.
INEOS Oligomers’ operates six manufacturing sites, three in Europe (Belgium, France and Germany) and three in North America (one in Alberta, Canada and two in Texas, USA).
Purpose of the job:
To maximize the company’ financial results and long-term success by directing the Human Resources strategy to ensure that the organization has the right expertise, talent and succession backed by organizational policies that create a good and productive working environment aligned to meet short, medium and long-term business objectives.
Environment/Context:
Internal factors:
INEOS is a large global company comprising separate operating businesses led by their own boards. Oligomers is one such global business with current manufacturing sites in USA, Europe and Asia, and potentially in the future the Middle East. The HRD role reports directly to the business CEO and will be responsible for leading and delivering the HR strategy for the business as it stands today as well as supporting its future growth.
As a global business, the incumbent will need to manage 10-15% international travel to achieve business results, with the flexibility to do more as and when required.
Good knowledge of leading HR teams across sites and countries needs to be complimented by a good understanding of employment law in relevant countries. The jobholder will lead HR strategy to ensure the business has the right people in the right roles, with competitive cost-effective compensation and benefits. Policies need to align to business objectives to ensure all employees know what part they play and feel motivated and energised to deliver, whilst fostering a good employment climate with effective employee relations across all locations.
Remaining union-free at our non-union operations; where we are unionized, maintain sound relationships with the union to ensure cost –effective and safe operations. Ensure open and candid communications. Provide relevant strategy and consultation with Board members. Reviewing and updating systems in payroll and benefits. Maintain strong Human Resources throughout the organization to respond to needs at all facilities and operations.
External factors:
Ensuring adherence to all national, federal, state, and local laws and compliance reporting. Reviewing policies to ensure that they are aligned with all laws as well inline with the HR practices across the globe. Being aware and prepared to respond to union organizing efforts at our union-free operations. Ensuring that we can retain talent and keep the requisite skills necessary to remain competitive in our industry. Plan and develop means to respond to a changing industry labour market that could recruit talent away from our company. Develop competitive, cost-effective HR, payroll and benefits systems to support the businesses globally.
Responsibilities And AccountabilitiesAccountability 1: Develop and implement a Human Resource strategy that is aligned with Oligomers and GAS/SPEC’s Business Plans and Growth Strategies

• Work with Board members and GAS/SPEC COO to develop and direct a Human Resources strategy that is aligned to help deliver the business goals and growth strategy.
• Lead and develop the HR teams within the business to achieve this accountability.
• Use internal HR expertise and professional knowledge to ensure INEOS is an employer of choice for current and prospective employees.

Accountability 2: Develop and maintain an effective strategy to support business goals

• Develop recruiting strategies to support future growth of the business to include all new organic growth opportunities globally.
• Provide overall leadership on all recruitment to leverage cost saving opportunities.
• Develop employees and teams in line with business requirements.
• Manage succession planning and high potential’s development.
• Evaluate and analyze employee turnover and retirement trends to ensure appropriate resource planning for the business.
• Consult with management on turnover and fill time rates for employment due to austere market environments.

Accountability 3: Develop Policies and Practices to support the People Strategy

• Research, develop and maintain policies for the efficient operation of the business and development of employees.
• Review and update policies to assure compliance with changing laws and company circumstances.
• Train management and employees updated on important policies.
• Resolve issues of policy interpretation to minimize litigation risk.

Accountability 4: Lead and direct the compensation and salary administration processes for Oligomers and GAS/SPEC Technology Group

• Manage and improve the Performance Management and Salary award processes to reward high performers, and further develop all.
• Review compensation pay structures against market practices to ensure salaries are competitive in industry.
• Participate in salary surveys to determine local hourly pay practices.
• Evaluate job descriptions within Oligomers and GAS/SPEC for consistency.

Accountability 5: Lead Human Resources management team to ensure successful maintenance of Employees Relations and Labor Relations

• Serve as lead consultant with labor attorneys on any issues involving collective bargaining agreements with Oligomers and GAS/SPEC
• Provide direction and leadership to the Human Resources managers on employee relations for non-unionized employees ensuring fairness and consistency on resolution of disputes.

Accountability 6: Direct and administer human resource systems and benefit programs for Oligomers and GAS/SPEC

• In conjunction with others, ensure pension and benefits are in line with market trends and affordability of the business.
• Coordinate benefits administration and open enrollment programs.
• Directs the payroll processing and human resources information system functions for Oligomers and GAS/SPEC in the U.S.

Accountability 7: Act as the lead representative for all due diligence activities involving mergers, acquisitions or divestments.

• Perform thorough due diligence of potential acquisitions.
• Recommend remedies for any deal breakers or advise on potential financial relief.

Accountability 8: Serve as the main contact on employment related matters involving all global agencies (EEU, OSHA, EEOC and OFCCP).

• Consult with legal experts to resolve any issues of discrimination, harassment, workers compensation or violation of workers rights.
• Determine and conduct training requirements for preventative measures on harassment and discrimination matters.

Accountability 9: Act as the lead HR representative for the business regarding all Group HR Sustainability efforts to include Ecovadis certification.Skills & Knowledge RequiredEducation/Experience

• Undergraduate degree in Human Resources, Business Management or related field essential. Advanced degree in business, management, law or related field desired.
• Minimum of 15 years’ experience in Chemicals or industrial setting with progressively increasing responsibilities in all aspects of Human Resources.
• SPHR (Senior Professional in Human Resources) certification beneficial. Global certification a plus.
• HR global experience and knowledge would be very valuable.

Skills/Competencies
Technical Skills

• The incumbent must have deep expertise in general HR management across multiple sites together with knowledge of relevant employment law, labor relations, salary administration and compensation, benefits plans, resourcing and general employee relations.
• Excellent written and verbal skills, good numeracy and negotiating skills.

Behavioral Skills

• The incumbent must be comfortable interacting with employees at all levels of the organization.
• Must possess advanced verbal and written communications skills and should be comfortable giving presentations.
• Must display strong leadership skills and be willing to take a strong position on difficult issues.
• The position requires handling multiple priorities and balancing a heavy demand environment with an even disposition.
• Individual must be an expert in handling difficult employee relations investigations/events at all levels of the organization with confidentiality and tact.
• Must be highly ethical, personable, a team player and adaptable.

ADA Physical requirements, visual acuity requirements and environmental conditions
While performing the duties of this job, the employee is regularly required to sit and perform tasks requiring repetitive use of hands. The employee must occasionally walk, stand and travel by car, airplane or other means. Exert up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
Employee must have the ability to see written documents, computer screens and to adjust focus.
Hearing: Perceiving the nature of sounds at normal speaking levels with or without correction. Ability to receive detailed information through oral communication and to make discriminations in sound.
Work Environment: This job is performed mainly in a temperature-controlled office environment.
Our culture is one of honesty and integrity with an emphasis on safety, health and environmental performance.On our team, people are acknowledged for embracing new practices that help create real value for customers.