The Director, Talent Acquisition (TA) leads the enterprise talent acquisition function for Phillips 66, a diversified energy company with global operations. Reporting to the VP, HR Services & Operations, this role is responsible for developing and executing a talent acquisition strategy that secures exceptional, diverse talent to fuel our future. The Director oversees a multi-functional TA organization spanning Experienced Recruiting, Hourly Recruiting, Early Career Recruiting, Contingent Labor and Talent Acquisition Excellence, with global reach across the U.S., Canada, UK, and emerging international markets. This is a senior leadership role at the intersection of strategy, people, and operations - accountable for ensuring Phillips 66 can attract and hire the right talent, at the right time, in the right way, across every level of the enterprise, including oversight of the contingent labor program to ensure a consistent, compliant, and cost-effective approach to flexible workforce solutions.
What You'll DoStrategic Leadership & Workforce Planning- Develop and execute a comprehensive, enterprise-wide talent acquisition strategy aligned with Phillips 66's business priorities, HR strategy, and workforce planning needs
- Partner with senior HR leadership and business unit leaders to anticipate talent demands, identify pipeline gaps, and translate workforce insights into proactive recruiting strategies
- Serve as a strategic advisor on labor market trends, talent availability, competitive positioning, and hiring risks
- Establish and evolve the TA operating model to deliver differentiated service across staffing operations (hourly, experienced, early career) and advisory capabilities (strategic sourcing, compliance, employer brand)
Team Leadership & Development- Lead, develop, and inspire a team of recruiting professionals across five functional towers: Experienced Recruiting, Hourly Recruiting, Early Career Recruiting, Contingent Labor, and Talent Acquisition Excellence
- Set clear performance expectations, define KPIs, and foster a high-performance culture grounded in accountability, continuous improvement, and coaching
- Develop recruiter capability in sourcing strategy, candidate experience, market intelligence, and data-driven decision-making
- Drive cross-tower collaboration to ensure TA operates as one unified function aligned to enterprise goals
Talent Acquisition Process & Governance- Set the standards, governance, and service levels for end-to-end talent acquisition processes, ensuring consistency, speed, and quality from requisition intake through day one
- Own the integrity and evolution of the TA job description framework, ensuring alignment with Korn Ferry success profiles, Job Architecture standards, and the enterprise commitment to pay transparency
- Drive full rollout and continuous refinement of the Job Architecture framework within TA, translating enterprise design decisions into clear recruiter guidance and consistent candidate-facing execution
- Establish enterprise internal talent sourcing policy, ensuring internal mobility is prioritized appropriately and consistently in alignment with internal talent development commitments
- Hold ultimate accountability for the function's compliance posture as a federal contractor setting policy, escalating risk, and ensuring the team operates within OFCCP, AAP, and fair hiring requirements
Executive & Specialty Recruiting- Lead executive-level talent strategy for VP and above, providing direct oversight of senior search execution, stakeholder alignment, and critical hiring decisions at the highest levels of the organization
- Approve all agency search agreements for roles up to SGL 20; provide recommendation and coordination for SGL 21+ searches requiring EVPHR or CEO approval
- Establish and govern the preferred vendor framework for external search, setting fee standards, compliance expectations, and accountability structures that protect P66's interests and hiring strategy
Employer Brand & Candidate Experience- Own and continuously evolve Phillips 66's employer value proposition across all recruiting channels including the careers site, LinkedIn, social media, job postings, and recruiter touchpoints
- Partner with Marketing & Communications to develop compelling employer brand content (video, testimonials, campaigns) that authentically reflects Phillips 66's culture and growth opportunities
- Set the standard for candidate experience across all touchpoints establishing expectations, measuring outcomes, and holding the organization accountable for a consistently excellent Phillips 66 hiring experience
Technology, Data & AI Enablement- Own the TA technology strategy and roadmap making investment decisions, driving adoption, and ensuring the tech stack enables recruiter efficiency, candidate experience, and data-driven hiring at scale
- Champion responsible AI integration across the TA function, setting the standards for how AI tools are used in sourcing, screening, and analytics while preserving fairness, compliance, and human judgment
- Establish the TA performance framework defining enterprise KPIs across all hiring channels and ensuring leadership has clear visibility into pipeline health, hiring velocity, quality of hire, and function ROI
Early Career & University Recruiting- Provide strategic oversight of Phillips 66's early career recruiting program, including university partnerships, internship programs, portfolio school strategy, and campus event footprint
- Optimize the university recruiting strategy to maximize ROI concentrating investment in high-value target schools while broadening reach through HBCUs, technical schools, and non-traditional pathways
What You'll Bring - Required- Legally authorized to work in the job posting country
- Bachelor's degree in Human Resources, Business Administration, or a related field
- 10 or more years of progressive Human Resources experience
- 5 or more years of people leader experience
What Makes You Stand Out - Preferred- Experience in energy, oil & gas, midstream, refining, or related industrial sector
- Experience integrating internal mobility programs with external recruiting strategy
- Exposure to employer branding, EVP strategy, and recruitment marketing
- Demonstrated success leading and scaling a multi-channel talent acquisition organization, with accountability for enterprise-wide hiring outcomes and team performance
- Proven track record building and evolving TA strategies, operating models, and governance frameworks that deliver measurable business impact
- Track record establishing enterprise policy and governance for executive search and agency partnerships, including setting standards, approving agreements, and holding vendors accountable at scale
- Demonstrated accountability for enterprise compliance posture across OFCCP, pay transparency, and fair hiring obligations with the ability to assess risk, set policy, and engage Legal and HR partners appropriately
- Proven ability to operate as a trusted advisor and strategic peer to influence talent decisions at the highest levels of the organization
- Track record using analytics and workforce intelligence to set function strategy, shape executive decisions, and demonstrate the ROI of investments
- Experience implementing or optimizing HR/TA technology, including ATS, AI sourcing tools, and scheduling automation
Compensation Range This position has a base salary range of $220,500-$269,500 annually.
Total RewardsBenefits for certain eligible, full-time employees include:
- Annual Variable Cash Incentive Program (VCIP) bonus
- 8% 401k company match
- Cash Balance Account pension
- Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP
- Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services
To be consideredIn order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date of
07/09/2026.
Candidates for regular U.S. positions must be a U.S. citizen or national, or an alien admitted as permanent resident, refugee, asylee or temporary resident under 8 U.S.C. 1160(a) or 1255(a)(1). Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.
