Human Resources Manager

Norris Rods has an immediate need for a Human Resources Manager located in Tulsa, OK. This is your opportunity to join a growing company offering a competitive base salary and benefits.

What's in it For You:

• The ability to make an impact and shape your career with a company that is passionate about growth

• The support of an organization that believes it is vital to include and engage diverse people, perspectives, and ideas to achieve our best

• Thrive in a company that values sustainability, drives a safety-focused culture and empowers its employees through continuous improvement

• Comprehensive benefits package that includes medical, dental, vision, 401(k) company matching and more!

What You Will Do:

• Essential functions, as defined under the Americans with Disabilities Act, may include the following tasks, knowledge, skills and other characteristics. This list of tasks is illustrative only and is not a comprehensive listing of all functions and tasks performed by this position, nor does it necessarily list all possible duties that may be assigned. Travel will be required, on occasion, to other field locations.

• The Human Resources Manager is a key member of the site leadership team and is responsible for leading and managing all HR related activities at the facility and in the field locations.

• This role ensures compliance with company policies, labor contracts, and employment laws while fostering a productive and positive workplace culture.

• The Human Resources Manager serves as a strategic partner and advisor to site and field leadership focusing on talent management, labor relations, workforce development, employee engagement, and more in a unionized manufacturing environment.

Labor Relations:

• Serve as the Human Resources contact for employees, union representatives through all aspects of employee relations and performance issues.

• Administer the collective bargaining agreement (CBA) and interpret contract language, managing labor relations issues, contract adherence, grievance process, and all labor contract negotiations on matters related to human resources.

• Participate in or lead grievance investigations, disciplinary actions, and arbitrations.

• Support or lead labor contract negotiations in collaboration with business leadership, corporate Human Resources, and Legal.

• Maintain positive labor relations through proactive communication and collaboration.

HR Operations & Compliance:

• Ensure compliance with federal, state, and local employment laws and regulations.

• Ensure adherence to organizational human resources policies and procedures.

• Maintain personnel records, HR metrics, and documentation in accordance with policy and audit standards.

• Oversee and partner with corporate and external administrators related to employee recruitment, hire/onboarding, offboarding, attendance, and leave administration (FMLA, ADA, etc.).

• Partner with local and corporate management to support company safety and workers' compensation programs to assure alignment with legal and company standards.

Talent Management & Organizational Development:

• Support site leadership in workforce planning, talent acquisition, and retention strategies.

• Facilitate training and development programs to improve workforce capability and career progression.

• Lead performance management cycles and succession planning initiatives.

• Promote diversity, equity, and inclusion (DEI) practices across the facilities.

• Evaluates key performance indicators to drive functional and business performance improvements related to human resources investments; recommends action and implements changes as approved.

• Leads the recruiting process and facilitates recruiting activities.

Employee Engagement & Culture:

• Foster a respectful and inclusive workplace that encourages communication, feedback, and recognition.

• Implement programs that drive morale, engagement, and continuous improvement.

• Conduct regular HR communication meeting with employees and union leadership.

Leadership & Collaboration:

• Provide coaching and guidance to managers and supervisors on employee performance, relations and HR best practices.

• Partner with corporate HR to align local contract and practices with organizational policies and objectives.

• Contribute to continuous improvement initiatives through cross-functional team participation.

• Models ethical behavior aligned with Corporate Code of Business Conduct and Ethics.

• Facilitates employee benefits issues with corporate partners/TPAs and communicates with affected employee(s).

• Facilitates employee payroll issues with Corporate Payroll team and communicates with employee(s).

• Coaches and mentors direct reports; assigns work according to talent availability, skillset, developmental needs and team member interests; assesses performance and provides feedback to direct reports.

• Evaluates key performance indicators to drive functional and business performance improvements related to human resources investments.

• Manages department expenses and approves purchases, responsible for Human Resources budget.

• Maintains confidentiality of all matters.

Minimum Qualifications:

• Four year college or university degree in Human Resources, Labor Relations, Industrial Psychology or related field or equivalent education and/or experience.

• Five or more years of progressive HR experience, including work in an unionized, manufacturing environment.

• Strong knowledge and experience of labor law, employment regulations, and CBA administration and negotiations.

• Excellent communication, interpersonal, and leadership skills

• Strong presentation skills.

• Strong union contract knowledge and interpretation of union contract language and process, contract negotiations, and mediation skills.

• Thorough knowledge of human resource information systems and capabilities (preferred Workday and SAP).

• Strong interpersonal and teambuilding skills.

• Strong organizational and time management skills.

• Strong knowledge of benefits administration.

• Strong knowledge of employment laws and regulations.

• Strong knowledge of company policies/procedures across product lines.

• Strong knowledge of payroll administration.

• Strong computer skills, including Microsoft Office suite.

• Strong analytical skills.

• Immigration sponsorship not offered for this role.

Preferred Qualifications:

• Master's degree in Human Resources, Labor Relations, Industrial Psychology, or related field

• HR certification (e.g., PHR, SPHR, SHRM-CP)

• Background in labor contract negotiations and arbitration

• Experience in the oil and gas industry

Physical Demands

• Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

• The employee is regularly required to talk or hear.

• The employee is frequently required to use hands to finger, handle, or feel and reach with hands and arms.

• Role is deemed safety sensitive and may be subject to employer or customer drug testing.

• Most work is accomplished indoors and in air-conditioned or well-ventilated facilities.

• Daily presence in the plant manufacturing unair-conditioned environment is required.

• Most work is done in an office or in a cubicle space equipped with electronics required for the position.

• HR Manager is required to conduct or participate in one-on-one discussions or group meetings in the manufacturing facility, where noise and temperature can vary from the office environment.

About ChampionX

ChampionX is a global leader in providing chemistry programs and services, drilling technology, artificial lift solutions, and automation technologies for the upstream and midstream oil and gas industry. Our world-class safety culture fuels our purpose to improve lives through our commitment to deliver sustainable operations.

#LI-MH1

Our Commitment to Diversity and Inclusion

AtChampionX, we believe the best teams are diverse and inclusive, and we are on a journey to create a workplace where every employee can grow and achieve their best. We are committed to fair and equal treatment of employees and applicants. We recruit, hire, promote, transfer and provide opportunities for advancement on the basis of individual qualifications and job performance. In all matters affecting employment, compensation, benefits, working conditions, and opportunities for advancement, we will not discriminate against any employee or applicant for employment because of race, religion, color, creed, national origin, citizenship status, sex, sexual orientation, gender identity and expressions, genetic information, marital status, age, disability, or status as a covered veteran.

In addition, we are committed to furthering the principles of Equal Employment Opportunity (EEO) through Affirmative Action (AA). Our goal is to fully utilize minority, female, disabled and covered veteran individuals at all levels of the workforce.

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance and the San Francisco Fair Chance Ordinance.