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Compensation Grade

The HR Advisor provides senior-level human resources advisory and operational execution support for INEOS Acetyls, acting as a trusted partner to site and functional leaders. The role focuses on employee and labor relations, workforce execution, performance management, organizational effectiveness, and compliance within a union and non-union manufacturing environment, supporting safe, reliable, and sustainable operations while minimizing people-related risk.

Accountability 1: Safety, Health. Environmental and Quality (SHEQ)

• Complies with and supports SHE expectations as defined by the INEOS Life Saving Rules and 20 Safety Principles.

• Ensures workforce access, training, and employee relations decisions align with site safety and regulatory requirements.

• Integrates SHE expectations into investigations, disciplinary actions, and corrective measures.

• Supports audits and inspections through accurate workforce documentation and compliance practices.

Accountability 2 - Business Partnership and Advisory

• Acts as a trusted HR advisor and internal consultant to site and functional leadership

• Provides guidance on leadership effectiveness, workforce execution, and organizational change.

• Interprets HR policies and employment law to support consistent, risk-based decision making.

• Influences leadership decisions through sound judgment, experience, and workforce insight.

• Strengthens people management capability through coaching and practical guidance.

Accountability 3 - Employee Relations, Investigations & Risk Leadership

• Independently leads complex employee relations matters across union and non-union populations.

• Conducts investigations related to discipline, conduct, performance, harassment, and policy violations.

• Advises leaders on corrective action and termination decisions, ensuring fairness and legal compliance.

• Supports unemployment hearings, audits, and regulatory inquiries.

• Identifies trends and systemic risks and recommends preventative interventions.

Accountability 4 - Labor Relations & Union Administration

• Serves as the primary HR point of contact for day-to-day labor relations activities.

• Administers and interprets collective bargaining agreements, advising leaders on contract application.

• Manages grievance processes through early and mid-stage steps, including investigation and documentation.

• Partners with the HR Manager to prepare arbitration cases through fact-finding and analysis.

• Supports collective bargaining through costing analysis, proposal drafting, and preparation of management materials.

• Builds constructive working relationships with union representatives to support operational continuity.

• Identifies labor-related risks and escalates issues with mitigation recommendations.

Accountability 5: HR Governance, Policy & Continuous Improvement

• May serve as company representative in external industry committees/ networks (VCC, SCG) in select areas of personal expertise.

• Implements and maintains HR policies and procedures aligned with legal, regulatory, and business requirements.

• Provides governance and escalation support for HR operations including payroll, benefits, and HRIS, partnering with HR Operations and Payroll teams.

• Ensures effective internal controls, compliance, and audit readiness without direct transactional ownership.

• Reviews HR metrics, trends, and workforce data to identify risk, improvement opportunities, and control gaps.

• Leads or participates in HR projects and crossfunctional initiatives to improve efficiency, consistency, and service delivery.

• Contributes to the continuous improvement of HR programs, governance frameworks, and operating practices.

Accountability 6: Talent, Performance & Organizational Effectiveness

• Partners with leaders on recruiting execution, workforce planning, and succession for critical roles.

• Supports performance management cycles and leadership development activities.

• Advises on organizational design, role clarity, and change management initiatives.

• Supports compensation planning and internal equity reviews.

Level of Education & Knowledge:

• Bachelor's degree in HR, Business, Accounting, Finance, or related field.

• 10+ years progressive HR experience with at least 5 years' experience in employee relations.

• HR experience in petrochemicals or other similar manufacturing industry is preferred.

• PHR/SPHR or SHRM-CP/SCP preferred.

Experience & Technical Skills:

• Strong employee and labor relations experience, including grievance handling

• Working knowledge of collective bargaining agreements and arbitration preparation

• Solid understanding of U.S. employment and labor law

• HRIS experience (Workday preferred) with focus on governance and insights.

Competencies & Behavioral Skills

• High attention to detail with strong ownership mindset and bias for action.

• Excellent written and verbal communication skills; ability to convey complex information clearly.

• Strong analytical and problemsolving skills with the ability to interpret data and make recommendations.

• Highly organized, adaptable, and able to manage competing priorities and deadlines.

• Demonstrated discretion and confidentiality when handling sensitive employee and financial information.

• Continuous improvement mindset with the ability to develop workflows and prevent issue recurrence.

• Ability to influence and coach leaders at multiple levels.

• Ability to influence and coach leaders at multiple levels.

• Effective and timely resolution of employee and labor relations matters

• Compliance with employment law, CBAs, and internal HR policies

• Positive labor relations climate and reduction in repeat grievances

• Leader satisfaction with HR advisory support

• Successful audits with no material people-related findings

• Contribution to workforce stability and operational continuity