Senior Advisor I, Talent Management

Phillips 66 & YOU - Together we can fuel the future

 

As a Senior Advisor I, Talent Management you will shape how performance management comes to life for employees across Phillips 66. You will design and deliver enterprise talent solutions that connect business strategy with meaningful ways for employees to make an impact, working closely with HR partners and leaders at all levels. In this role, you will operate as a trusted advisor, leading key projects and using data and insight to guide decisions about our people, their careers and performance.

 

What You’ll Do

• Lead the design and implementation of enterprise performance management strategies, programs, and tools that align business priorities with employee goals.
• Advise leaders and HR partners on the interpretation and application of HR policies, frameworks, and tools related to talent management, escalating only the most complex issues.
• Develop and refine career pathways and resources across functions and levels, incorporating workforce planning insights to address current and future capability needs.
• Use HR and people analytics to identify skills gaps, track career progression trends, and evaluate the impact of talent solutions, translating findings into clear, actionable recommendations.
• Manage small- to medium-scale talent management projects from planning through execution, including scope, timelines, risks, and status updates to stakeholders.
• Lead workstreams within change initiatives that impact talent management, especially performance management, partnering with colleagues to design and deliver communication, training, and adoption plans.
• Partner with HR Centers of Excellence and HR Business Partners to embed performance management and other talent-related changes into enablement actions, learning offerings, talent processes, and HR systems.
• Facilitate talent reviews and succession discussions and provide coaching and guidance to leaders on building robust career and development plans for their teams.

 

What You’ll Bring – Required

• Legally authorized to work in the job posting country
• Bachelor’s degree
• 5 or more years of experience in talent management, performance management or a similar role having led high-impact talent initiatives with effective change management
• Intermediate proficiency evaluating talent programs and process effectiveness and using insights to drive performance management strategies
• Ability to travel up to 20%

 

What Makes You Stand Out – Preferred

• Professional certification (PHR, SHRM-CP, SPHR, and/or SHRM-SCP).
• Experience with HR technology, HRIS, and systems that support performance management and talent management.
• Strong understanding of performance management, career pathways and workforce planning.
• Advanced communication, interpersonal, presentation, and facilitation skills
• Strong consulting skills (client service orientation, conflict resolution, analysis/synthesis of information, negotiation, etc.)
• Strong analytical and problem-solving ability to navigate complex, conflicting issues while handling multiple shifting priorities and driving decisions and solutions that are commercially sound and aligned with company objectives
• Demonstrated thought leadership in performance management and talent development, including bringing forward innovative ideas and leveraging external best practices.
• Experience leading significant change initiatives related to performance management, career development, or broader HR programs.
• Strong project management skills with experience managing multiple HR or talent projects simultaneously in a complex environment.
• Experience collecting, analyzing, and presenting HR and people data to inform workforce planning and talent decisions.
• Proven ability to build strong relationships and influence stakeholders across HR and the business.

 

Compensation Range 

This position has a base salary range of $140,400 – $171,600.

 

At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role’s requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.

 

Total Rewards

At Phillips 66, providing access to high quality programs and care for you and your f