Human Resources Operations Manager

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.

Human Resources Operations Manager

The Human Resources Operations Manager is a strategic partner to the Chief Human
Resources Officer, driving operational excellence, and employee engagement in a
complex refinery environment. This leader oversees the efficient, day-to-day
administrative and transactional functions of the HR department, ensuring smooth
processes for payroll, onboarding, HRIS management, and policy implementation,
while also focusing on compliance, data integrity, and enhancing the overall
employee experience through streamlined HR technology and procedures.
The HR Manager leverages expertise in workforce management, collaborates cross functionally with operations and safety teams, and mentors HR team members to
deliver best-in-class talent solutions. This role is pivotal in enabling organizational
agility, supporting digital transformation, and advancing employee engagement and
retention.

Accountabilities & Responsibilities:
1. HR Service Delivery & Process Management
• Oversee day-to-day HR operations, ensuring timely and accurate execution of
HR processes (onboarding, offboarding, job changes, employee data
management).
• Develop, implement, and optimize HR workflows and standard operating
procedures (SOPs).
• Monitor HR service and ensure a high-quality employee support experience.
• Lead continuous improvement initiatives to enhance operational efficiency.

2. HR Systems & Data Management
• Manage the Human Resources Information System (HRIS) and ensure data
accuracy, confidentiality, and compliance.
• Oversee system configuration changes, upgrades, and integrations in
partnership with IT and vendors.
• Produce HR metrics, dashboards, and workforce analytics to support
decision-making.
• Ensure data governance and adherence to privacy regulations (e.g., HIPAA,
GDPR, internal data policies).

3. Compliance & Audit
• Ensure all HR practices comply with federal, state, and local employment laws
and internal policies.
• Oversee HR audits, document retention, and standardization of employee
records.
• Manage compliance reporting, including EEO, AAP, and other regulatory
requirements.
• Mitigate operational risk by ensuring consistent policy application.

4. Employee Lifecycle Support
• Own the operational components of the employee lifecycle, including:
o Recruiting operations support
o Offer processing
o Background checks
o Onboarding logistics
o Transfers and promotions
o Terminations and exit processing
• Partner with HRBPs and Talent Acquisition to ensure a seamless employee
experience.

5. Payroll & Benefits Coordination
• Oversee Payroll and Benefits teams to ensure timely, accurate processing of
employee information.
• Manage payroll for staff, union, and hourly employees, ensuring timely and
accurate processing in line with company policies and labor laws.
• Oversee administration and regulatory compliance of the company’s 401k
plans, including both discretionary and non-discretionary components.
• Support the resolution of escalated payroll or benefits data issues.
• Maintain alignment between HR data and payroll systems.

6. Policy Administration & Governance
• Interpret and apply HR policies, ensuring consistency and fairness.
• Support policy updates, communication, and education across the
organization.
• Maintain employee handbook content and operational guidance materials.

7. Vendor & Stakeholder Management
• Serve as primary point of contact for HR operations-related vendors (HRIS,
background checks, I-9, onboarding systems, etc.).
• Monitor service agreements and vendor performance.
• Partner closely with Legal, IT, Payroll, Finance, and departmental leaders on
cross-functional initiatives.

8. Team Leadership & Development
• Lead and coach HR Operations team members, fostering a culture of service
excellence and accountability.
• Establish team goals, KPIs, and development plans.
• Create an environment focused on continuous improvement and professional
growth.

9. Strategic Support
• Support HR initiatives such as reorganizations, compensation cycles, or
technology implementations.
• Lead and execute HR improvement projects that optimize processes,
integrate new technologies, and strengthen compliance.
• Provide insights and recommendations to HR leadership based on data
trends, operational challenges, and employee feedback.
• Contribute to HR strategy with a focus on efficiency, scalability, and employee
experience.

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.
• Experience with HR technology platforms and data analytics.
• 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.
• In-depth knowledge of HR best practices, employment law, and regulatory
compliance, particularly in the context of the Oil and Gas industry.
• Excellent track record of leadership and team building, driving the
development and evolution of entrepreneurial, high-performance cultures.
• Demonstrated expertise in developing HR plans in high-growth environments,
including driving talent acquisition and organizational development,
evaluating and revamping compensation plans/salary structures, and
overseeing the administration of compensation/benefits and employee
relations.
• Outstanding organizational and project management skills.
• Ability to tailor HR advice to client needs and in support of business needs.
High emotional intelligence and conflict resolution 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:

• Bachelor's degree in human resources, Business
Administration, or related field required, Master's
degree highly preferred.
• 10+ years of progressive Human Resource experience,
preferably in Human Resource Operations or
Employee Relations in refinery or manufacturing
facilities.
• Experience in a large, complex, highly matrixed,
multi-site/multi-state organization staffed by
professionals in multiple disciplines, including
represented workforce.
• Prior experience working with Executive/Senior level
leadership is required.
• Current human resources and/or compensation
credentials or certification, such as SPHR, SHRM-SCP,
or similar, preferred

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 made to enable individuals with
disabilities to perform the essential functions:
• Prolonged periods sitting at a desk and working on a
computer.

• 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