POSITION OVERVIEWThe Sr. Human Resources Business Partner serves as the strategic HR leader for the Alvin, Texas manufacturing site and a key member of both the Site Leadership Team and Operations HR Leadership Team. Supporting a large, complex manufacturing operation with approximately 400 employees and 200 contractors, this role partners closely with operations leadership to strengthen workforce capability, leadership effectiveness, accountability, and organizational performance.
TARGETED OUTCOMES- Strengthen leadership capability, accountability, and execution discipline across frontline and mid-level leadership teams through effective coaching, performance management, and partnership with site leadership.
- Develop and execute workforce and talent strategies that improve retention, succession readiness, organizational capability, and competitiveness in the external labor market.
- Partner with site leadership to successfully lead organizational and culture transformation while maintaining workforce engagement and operational continuity.
- Improve employee engagement, organizational communication, and workforce effectiveness through leadership visibility, employee feedback mechanisms, and targeted action planning.
- Build and develop a high-performing HR team that effectively supports site and business priorities.
RESPONSIBILITIESStrategic HR Partnership & Organizational Effectiveness
- Serve as a trusted advisor and member of the Site Leadership Team, aligning people strategies with business and operational priorities.
- Drive workforce planning, organizational design, succession planning, and leadership effectiveness initiatives.
- Embed accountability, ownership, and performance expectations into leadership practices and operating rhythms.
- Maintain strong visibility across the site to build credibility and strengthen employee and leadership engagement.
Talent, Workforce & Performance Management
- Lead workforce stabilization strategies, including retention planning, labor market actions, staffing strategies, and critical role recruiting.
- Lead performance and talent management processes that reinforce accountability, measurable outcomes, leadership effectiveness, and continuous feedback.
- Partner with leaders to build high-performing teams and strengthen leadership pipelines and organizational capability.
- Coach and challenge leaders to improve leadership effectiveness, accountability, team performance, and employee engagement.
- Support employee development and career growth initiatives aligned with operational and business needs.
Change, Culture & Employee Engagement
- Lead HR support for organizational transformation, restructuring, and workforce change initiatives.
- Apply structured change management practices that improve adoption, alignment, and organizational effectiveness.
- Partner with leaders to communicate business priorities, organizational changes, and leadership expectations through clear and consistent messaging.
- Reinforce Ascend leadership behaviors, accountability expectations, and cultural priorities through leadership routines, communication practices, and people processes.
- Develop and leverage employee feedback mechanisms, including engagement surveys, focus groups, skip-level discussions, and other forums to identify workforce risks and improvement opportunities.
Employee Relations & HR Operations
- Provide guidance on HR policies, practices, and employee relations matters.
- Conduct investigations and resolve employee relations issues in a fair, objective, and professional manner.
- Establish disciplined HR operating processes, workforce metrics, and organizational effectiveness measures that improve execution and decision-making.
- Drive continuous improvement, simplification, and digitization of HR processes and systems.
Leadership & Team Development
- Lead, develop, and mentor the site HR team.
- Foster strong collaboration across site and central HR teams.
- Build organizational capability within the HR team through coaching, development, and succession planning.
TEAM AND INTERACTIONS- Reports to Senior HR Director with 3 HR team member direct reports
- Member of the Site Leadership and Operations HR Leadership Team
- Partners closely with site operations leadership, central HR centers of excellence, safety and environmental teams, finance, supply chain, legal counsel, and employees across the organization.
REQUIRED EXPERIENCE- Bachelor's degree in human resources, business administration, organizational development, or related field; master's degree preferred.
- Minimum 10 years of progressive HR leadership experience supporting manufacturing, industrial, or chemical operations.
- Experience leading workforce planning, talent management, organizational design, and change initiatives in complex organizations.
- Proven ability to influence and coach senior leaders in a matrixed environment.
- Experience supporting workforce transformations, restructuring efforts, or significant business change.
- Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) and Lean/Six Sigma experience preferred.
REQUIRED SKILLS- Strong business and operational acumen with the ability to align people strategies to organizational priorities.
- Strong leadership, coaching, and employee relations capabilities, including conflict resolution and performance management.
- Excellent communication, facilitation, influencing, and relationship-building skills.
- Strong analytical and problem-solving skills with the ability to leverage workforce data and insights to support decision-making.
- Demonstrated ability to manage highly confidential and sensitive employee, organizational, and business matters with discretion, professionalism, credibility, and sound judgment.
- Ability to effectively navigate ambiguity, organizational change, and competing priorities in a dynamic environment.
At Ascend Performance Materials, we value transparency and fairness in our hiring process. We do not accept unsolicited resumes from third-party recruiters, search firms, or staffing agencies. Any resumes received from such entities will be considered the property of Ascend Performance Materials, and we will not be obligated to pay any fees for such submissions. Our Talent Acquisition Team actively engages with preferred recruitment partners who have established agreements with us. We encourage all interested candidates to apply directly through our official channels to be considered for any open positions.All qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, age, religion, disability, sexual orientation, gender identity, protected veteran status, citizenship, genetic information or other protected status under federal, state or local laws.
