87 Human Resources jobs in Houston

Position Summary The Senior HR Business Partner at Chord Energy plays a strategic and consultative role supporting business leaders and employees across all aspects of the employee lifecycle. This role focuses on workforce planning, talent development, organizational effectiveness, and promoting a culture aligned with Chord's values. The ideal candidate brings strong relationship-building skills, a deep understanding of HR fundamentals, and the ability to provide practical, forward-thinking support to their assigned client groups. This position is based in downtown Houston, TX, and reports to the Human Resources Manager. A hybrid work schedule (remote Mondays and Fridays) is available. Level and salary commensurate with experience. Essential Job Functions Partner with business leaders and teams to understand organizational priorities, provide strategic workforce insights, and support ongoing team and leadership development. Facilitate workforce planning by identifying current and future talent needs and advising on organizational structure, succession strategies, and capability building. Support the full employee lifecycle, including goal setting, performance management, career development, engagement, and transitions. Champion and embed Chord's culture and values across daily operations, communications, and employee engagement initiatives. Maintain regular, proactive connections with client groups to provide guidance, surface emerging issues, and serve as a trusted advisor on HR-related matters. Coordinate and support recruitment efforts, including requisition creation, interview planning, and offer facilitation in partnership with hiring managers-ensuring a strong candidate experience. Lead and support employee experience initiatives, such as onboarding, talent reviews, manager coaching, and change management. Provide expert guidance on HR policies, performance concerns, and employee relations matters-escalating when needed and ensuring consistency and compliance. Collaborate with the HR team to optimize systems and processes, ensuring operational efficiency, data integrity, and meaningful analytics. Contribute to cross-functional HR projects and initiatives aligned with company growth, culture, and talent strategies. Stay up to date on employment legislation and HR best practices to inform recommendations and ensure compliance. Become well-versed in Chord Energy's HR fundamentals to serve as a point of contact for employee and manager inquiries, including: Recruiting and onboarding processes Employee relations and investigations Benefit and payroll basics Workday processes and self-service functions This job description is not intended to be an all-inclusive list of duties and responsibilities of the position.Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor. Minimum Qualifications Bachelor's degree in Human Resources, Business, Organizational Development, or related field. 8+ years of progressive HR experience, including business partnership or HR generalist responsibilities. Strong track record of building trusted relationships across all levels of an organization. Demonstrated ability to lead workforce planning, employee development, and performance enablement efforts. Experience supporting recruitment processes, including partnering with hiring managers, facilitating interviews, and coordinating offers; ability to deliver a strong candidate experience in alignment with organizational goals. Proficiency with HRIS and talent management systems; Workday experience preferred. Solid understanding of employment laws, HR policies, and people operations. Strong analytical, interpersonal, and communication skills. Ability to maintain discretion and professionalism when handling sensitive information. Experience with internal investigations preferred. Detail-oriented, with the ability to manage multiple projects and shifting priorities. Willingness to travel occasionally to field locations or other company sites. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Preferred Qualifications Experience using Workday Oil and gas experience SPHR, PHR, SHRM-SCP, or SHRM-CP designation EEO Statement: Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. #J-18808-Ljbffr

Join to apply for the Senior Human Resources Business Partner role at Chord Energy Join to apply for the Senior Human Resources Business Partner role at Chord Energy Position Summary The Senior HR Business Partner at Chord Energy plays a strategic and consultative role supporting business leaders and employees across all aspects of the employee lifecycle. This role focuses on workforce planning, talent development, organizational effectiveness, and promoting a culture aligned with Chord’s values. The ideal candidate brings strong relationship-building skills, a deep understanding of HR fundamentals, and the ability to provide practical, forward-thinking support to their assigned client groups. This position is based in downtown Houston, TX, and reports to the Human Resources Manager. A hybrid work schedule (remote Mondays and Fridays) is available. Level and salary commensurate with experience. Partner with business leaders and teams to understand organizational priorities, provide strategic workforce insights, and support ongoing team and leadership development. Facilitate workforce planning by identifying current and future talent needs and advising on organizational structure, succession strategies, and capability building. Support the full employee lifecycle, including goal setting, performance management, career development, engagement, and transitions. Champion and embed Chord’s culture and values across daily operations, communications, and employee engagement initiatives. Maintain regular, proactive connections with client groups to provide guidance, surface emerging issues, and serve as a trusted advisor on HR-related matters. Coordinate and support recruitment efforts, including requisition creation, interview planning, and offer facilitation in partnership with hiring managers—ensuring a strong candidate experience. Lead and support employee experience initiatives, such as onboarding, talent reviews, manager coaching, and change management. Provide expert guidance on HR policies, performance concerns, and employee relations matters—escalating when needed and ensuring consistency and compliance. Collaborate with the HR team to optimize systems and processes, ensuring operational efficiency, data integrity, and meaningful analytics. Contribute to cross-functional HR projects and initiatives aligned with company growth, culture, and talent strategies. Stay up to date on employment legislation and HR best practices to inform recommendations and ensure compliance. Become well-versed in Chord Energy’s HR fundamentals to serve as a point of contact for employee and manager inquiries, including: Recruiting and onboarding processes Employee relations and investigations Benefit and payroll basics Workday processes and self-service functions Position Summary The Senior HR Business Partner at Chord Energy plays a strategic and consultative role supporting business leaders and employees across all aspects of the employee lifecycle. This role focuses on workforce planning, talent development, organizational effectiveness, and promoting a culture aligned with Chord’s values. The ideal candidate brings strong relationship-building skills, a deep understanding of HR fundamentals, and the ability to provide practical, forward-thinking support to their assigned client groups. This position is based in downtown Houston, TX, and reports to the Human Resources Manager. A hybrid work schedule (remote Mondays and Fridays) is available. Level and salary commensurate with experience. Essential Job Functions Partner with business leaders and teams to understand organizational priorities, provide strategic workforce insights, and support ongoing team and leadership development. Facilitate workforce planning by identifying current and future talent needs and advising on organizational structure, succession strategies, and capability building. Support the full employee lifecycle, including goal setting, performance management, career development, engagement, and transitions. Champion and embed Chord’s culture and values across daily operations, communications, and employee engagement initiatives. Maintain regular, proactive connections with client groups to provide guidance, surface emerging issues, and serve as a trusted advisor on HR-related matters. Coordinate and support recruitment efforts, including requisition creation, interview planning, and offer facilitation in partnership with hiring managers—ensuring a strong candidate experience. Lead and support employee experience initiatives, such as onboarding, talent reviews, manager coaching, and change management. Provide expert guidance on HR policies, performance concerns, and employee relations matters—escalating when needed and ensuring consistency and compliance. Collaborate with the HR team to optimize systems and processes, ensuring operational efficiency, data integrity, and meaningful analytics. Contribute to cross-functional HR projects and initiatives aligned with company growth, culture, and talent strategies. Stay up to date on employment legislation and HR best practices to inform recommendations and ensure compliance. Become well-versed in Chord Energy’s HR fundamentals to serve as a point of contact for employee and manager inquiries, including: Recruiting and onboarding processes Employee relations and investigations Benefit and payroll basics Workday processes and self-service functions This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor. Minimum Qualifications Bachelor’s degree in Human Resources, Business, Organizational Development, or related field. 8+ years of progressive HR experience, including business partnership or HR generalist responsibilities. Strong track record of building trusted relationships across all levels of an organization. Demonstrated ability to lead workforce planning, employee development, and performance enablement efforts. Experience supporting recruitment processes, including partnering with hiring managers, facilitating interviews, and coordinating offers; ability to deliver a strong candidate experience in alignment with organizational goals. Proficiency with HRIS and talent management systems; Workday experience preferred. Solid understanding of employment laws, HR policies, and people operations. Strong analytical, interpersonal, and communication skills. Ability to maintain discretion and professionalism when handling sensitive information. Experience with internal investigations preferred. Detail-oriented, with the ability to manage multiple projects and shifting priorities. Willingness to travel occasionally to field locations or other company sites. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Preferred Qualifications Experience using Workday Oil and gas experience SPHR, PHR, SHRM-SCP, or SHRM-CP designation EEO Statement: Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. Seniority level Seniority level Mid-Senior level Employment type Employment type Full-time Job function Job function Human Resources Industries Oil and Gas Referrals increase your chances of interviewing at Chord Energy by 2x Sign in to set job alerts for “Senior Human Resources Business Partner” roles. Houston, TX $85,000.00-$5,000.00 18 hours ago Director, Head of Human Resources, Houston Houston, TX 70,000.00- 85,000.00 1 week ago Vice President HR Business Partner - Americas Houston, TX 75,000.00- 90,000.00 2 weeks ago Sr. HR Business Partner, South - Operations & Placement Spring, TX 89,400.00- 206,500.00 1 week ago Human Resources Business Partner Manager (Business Development) Houston, TX 104,000.00- 130,000.00 1 day ago Director of Human Resources - Houston, TX Houston, TX 190,000.00- 236,000.00 3 weeks ago Regional Human Resources Director- Central Region and Benefits Business Line Leader, Gallagher Benefit Services Hunters Creek Village, TX 90,000.00- 125,000.00 2 weeks ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

At Houston Methodist, the Director Human Resources (HR) position is responsible for providing both tactical and strategic direction for the Human Resources department, and other departments, as appropriate. This position develops and implements human resources strategies by proactively shaping programs and practices for maximum business effectiveness. The Director HR position ensures the effective coordination and delivery of all Human Resource functions including the employment, employee relations, and talent acquisition processes and procedures, maintaining alignment with system and organizational objectives and policies. This position participates in the system HR policy committee, is a member of the Senior leadership team and provides guidance to identify, develop and implement HR and business-related programs. The Director HR position assists to position the organization to meet increased expectations for performance and growth which reflect the mission and values of Houston Methodist. The Director position responsibilities include overseeing the activities of the department staff, ensuring quality, productivity, functional excellence and efficiency to accomplish strategic and operational objectives. In addition, this position is accountable for employee engagement, adequate staffing levels, budget development and compliance, staffing decisions such as hiring and terminating employment, coaching and counseling employees on work-related performance, and developing and implementing policies and procedures to ensure a safe and effective work environment. This position also ensures training, monitoring and operations initiatives are implemented which secure compliance with ethical and legal business practices and accreditation/regulatory/government regulations.

Refer to departmental "Scope of Service" and "Provision of Care" plans, as applicable, for description of primary age groups and populations served by this job for the respective HM entity.

Provide personalized care and service by consistently demonstrating our I CARE values:

• Integrity: We are honest and ethical in all we say and do.
• Compassion: We embrace the whole person including emotional, ethical, physical, and spiritual needs.
• Accountability: We hold ourselves accountable for all our actions.
• Respect: We treat every individual as a person of worth, dignity, and value.
• Excellence: We strive to be the best at what we do and a model for others to emulate.

Practices the Caring and Serving Model

Delivers personalized service using HM Service Standards

Provides for exceptional patient/customer experiences by following our standards of practice of always using positive language (AIDET, Managing Up, Key Words)

Intentionally collaborates with other healthcare professionals involved in patients/customers or employees' experiential journeys to ensure strong communication, ease of access to information, and a seamless experience

Involves patients (customers) in shift/handoff reports by enabling their participation in their plan of care as applicable to the given job

Actively supports the organization's vision, fulfills the mission and abides by the I CARE values

People Essential Functions:

• Directs, develops and implements strategic and operational/high level projects and processes either through independent/highly autonomous work or through the facilitation of work teams and collaboration with leaders and peers to enable the effective and efficient completion of objectives.
• Oversees management of and ensures development for staff to meet overall objectives in terms of quality, service and cost effectiveness. Provides timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem. Directs management responsibilities of selection, scheduling, supervision, retention, and evaluation of employees.
• Meets or exceeds threshold goal for department turnover and/or system metrics on employee engagement indicators.
• Provides leadership and communication to maintain a competent and engaged employee group by conducting regular department meetings to review policies and procedures and operational matters, rounding on all employees, completing performance appraisals, conducting new hire feedback sessions, coaching/corrective counseling, and providing recognition/commendations to achieve desired outcomes.
• Identifies opportunities and takes action to build strategic relationships between one's area and other areas, teams, departments, and units to achieve business goals. Drives the promotion of teamwork within and between departments; participates and/or leads and facilitates department process improvements as needed.
• Leads entity- and business-aligned HR staff to provide strategic and operational HR support to management by offering human resources advice, counsel, and decisions.

Service Essential Functions:

• Oversees department operations, designated projects, schedules and activities as needed to ensure that goals or objectives are accomplished within the prescribed time frame. Sets priorities and functional standards, giving direction to staff as necessary to ensure the best possible delivery of service and high customer/patient satisfaction.
• Drives department service standards and activities to impact department and/or system score for patient/customer-based satisfaction, through role modeling and fostering accountability. Serves and actively participates on various entity committees as a voice for the department.
• Partners with executive leadership team members to analyze and prioritize the critical business challenges faced by the organization and deploy appropriate HR interventions in collaboration with system initiatives.
• Ensures a futuristic and collaborative departmental approach to long-range strategic operational planning, care and service design and development by implementing human resources strategies which establishes department accountabilities, including talent acquisition, employment processing, compensation, benefits, training and development, records management, safety and health, succession planning, employee relations and retention, Office of Federal Contract Compliance Programs/Equal Employment Opportunity (OFCCP/EEO) compliance, and labor relations. Collaborates with medical staff, as appropriate, executives, hospital leaders, corporate leaders, system HR leaders and hospital staff, to assure goals are in congruence.
• Ensures that robust recruiting/onboarding processes and employee relations exist to attract and retain the depth of talent needed to meet the business objectives.

Quality/Safety Essential Functions:

• Ensures a safe and effective working environment; monitors and/or revises the department safety plan and/or any specific accreditation/regulatory required safety guidelines. Responsible for staff maintenance of credentials and competencies, per accrediting/licensing agency and/or department guidelines as applicable.
• Employs a proactive approach in the optimization of safe outcomes and information systems by monitoring and improving the department workflow and enhancing operations, using peer-to-peer accountability and identifying solutions via collaboration. Implements process improvements utilizing tools such as lean principles. Role models situational awareness, using teachable moments to improve safety.
• Responsible for employee compliance to policies and procedures and performs associated actions upon non-compliance (i.e., licensure/certification compliance, focal point review requirements, disaster plan, in-services, influenza immunization, wage and hour, standard hours, timely termination submission, timely timecard approval, etc.).
• Assumes leadership position to ensure seamless, quality services. Actively participates and leads initiatives to improve employee and organizational operations. Delegates effectively by entrusting responsibility and authority to others.
• Produces and delivers reports that are professionally written and provides an accurate interpretation of the information. Tracks metrics around regular HR dashboard reporting for key business leaders to identify successes and areas for improvement; utilizes industry and market benchmarks in Human Resources for comparable information and analysis.
• Guides management and employee actions by researching, developing, writing, and recommending updates to policies, procedures, processes, and guidelines; communicates and enforces Houston Methodist values.
• Directs broad operations to ensure the provisions of comprehensive department services with all regulatory agencies and hospital requirements. Complies with federal, state, and local legal requirements by studying existing and new and anticipated legislation; enforces adherence to requirements; advises management on needed actions.

Finance Essential Functions:

• Develops and manages department operational and capital budgets, approvals, and ongoing maintenance of the department(s), ensuring operation in a cost-effective manner. Proactively identifies and plans for capital needs related to current equipment and future department projects. Ensures staffing plans and schedules meet department needs that reflect understanding of the importance of cost-effectiveness.
• Creates department strategies to achieve financial target and staffing needs, through optimizing productivity, supply/resource efficiency, minimizing incidental overtime and overtime percentage, and other areas according to department specifications.
• Ensures operational excellence by measuring the effectiveness and efficiency of the HR team. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning financial resources; implements action plans; measures and analyzes results; initiates corrective actions; minimizes the impact of variances.

Growth/Innovation Essential Functions:

• Identifies and implements innovative solutions for practice or workflow changes to improve department, entity or system operations by leading unit projects and/or other department/system-directed activities. Proactively leads task forces and committees. May represent HM at assigned community or professional organization meetings.
• Drives change initiatives, maintaining effectiveness when experiencing major changes in work responsibilities or environment; adjusts

• Work within defined parameters to make decisions and apply concepts to issues of moderate to high complexity and resolve issues through immediate action
• Provide timely and accurate advice and guidance on general HR inquiries related to policies and processes and other general HR matters, including employee relations, benefits, talent development, and payroll
• Manage recruitment activities in line with business requirements
• Prepare offer letters and employment contracts per Company policy, local laws, and regulations
• Responsible for onboarding and off-boarding processes, which include conducting orientation sessions, exit interviews, and system updates
• Manage talent management processes, including annual initiatives such as talent review, succession planning, and goals setting
• Manage compensation processes such as salary reviews and promotions, including annual initiatives such as merit review
• Partner with HR Center Of Excellence leads on global initiatives
• Responsible for maintenance of HR and other systems as required
• Responsible for generating monthly and ad hoc HR reports by compiling, transforming, and visualizing data
• Make recommendations for process improvements and innovations to drive efficiencies
• Develop and maintain procedural documentation to accurately reflect the business process
• Perform other duties and responsibilities as assigned

• Bachelor's degree preferred but not essential
• A minimum of 5 to 7 years' experience in a similar or HR generalist role
• A detailed understanding of HR principles and practices
• Experience with HR Systems e.g., SAP, Oracle, PeopleSoft etc.
• Excellent communication skills, both written and verbal
• Ability to build good relationships with key stakeholders and peers
• Must have strong attention to detail
• Must be able to solve problems independently and demonstrate leadership skills
• Must be able prioritize work assignments and keep an organized workload
• Must be able to work against stringent timelines for critical projects
• Must have an investigative and resourceful personality
• Must be able to drive hands on projects and related tasks through to completion by showing high levels of initiative
• Capability to apply discretion and maintain high levels of confidentiality

Select how often (in days) to receive an alert: Date: Jul 15, 2025 Location: Houston, TX, US, 77032 We are seeking a strategic and forward-thinking Human Resource Development Advisor to play a key role in supporting our digital and business transformation initiatives. This position will serve as a change leader, partnering with cross-functional teams to design, implement, and sustain HRD solutions that enable organizational agility, digital adoption, and enterprise-wide innovation. Job Responsibilities Act as a trusted advisor to business leaders on talent development and organization development related to digital and business transformation, facilitate alignment between business goals and organizational capabilities Lead and implement upskilling, reskilling and multiskilling initiatives by identifying capabilities needed for the workforce in a digitally enabled environment Design and execute enterprise-wide change management solutions to drive adoption of digital tools, processes, and new ways of working. Develop and implement communication, engagement, and training plans that strengthen workforce agility Analyzes and interprets data to evaluate the effectiveness of HRD initiatives and provide meaningful recommendations and actions to drive business value Promote a culture of innovation, learning, and collaboration and continuous improvement aligned with transformation goals. Support initiatives that enhance employee engagement, inclusion, and purpose-driven leadership Qualifications Bachelor’s degree in Human Resources, Organization Development, Organization Psychology, Business Administration, or related field (Master’s preferred) 6+ years of experience in learning and development, organization development, HR business partnering, or change management, ideally within a transformation context in energy and/or software industry Proven track record of leading and/or implementing mid-large scale digital or business transformations in complex, fast paced and matrix global organizations. Strong knowledge of change management frameworks (e.g. Prosci, ADKAR, Kotter) Excellent facilitation, coaching, and stakeholder management skills We are looking for the right people — people who want to innovate, achieve, grow and lead. We attract and retain the best talent by investing in our employees and empowering them to develop themselves and their careers. Experience the challenges, rewards and opportunity of working for one of the world’s largest providers of products and services to the global energy industry. Halliburton is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation. Location 3000 N Sam Houston Pkwy E,Houston,Texas,77032, United States Requisition Number: 200218 Experience Level: Experienced Hire Job Family: Support Services Product Service Line: Landmark Software & Services Full Time / Part Time: Full Time Additional Locations for this position: Compensation Information Compensation is competitive and commensurate with experience. Nearest Major Market: Houston Job Segment: HR, Change Management, Human Resources, Management #J-18808-Ljbffr

Job Title: Senior Human Resources Manager, Texas Region Job Location: Deer Park, Texas Job type: Full-Time Type of role: Hybrid About Lubrizol The Lubrizol Corporation, a Berkshire Hathaway company, is a specialty chemical company whose science delivers sustainable solutions to advance mobility, improve wellbeing and enhance modern life. Founded in 1928, Lubrizol owns and operates more than 100 manufacturing facilities, sales, and technical offices around the world and has about 8,000 employees. For more information, visit . We value diversity in professional backgrounds and life experiences. By enabling a consistent, unbiased, and transparent recruitment process, Lubrizol seeks to create a positive experience for candidates so we can get to know them at their best. We recognize unique work and life situations and offer flexibility, ensuring our employees feel engaged and fulfilled in every aspect of life. Join Our Thriving Team at Lubrizol as a Senior Human Resources Manager Unleash Your Potential. At Lubrizol we're looking for exceptional talent to join us on this journey. If you are ready to join an international company with talent around the world, and want to make a real impact, we want you on our team. What You'll Do: As a Senior Human Resources Manager, you'll be at the forefront of our innovation, accountable for the leadership of Texas site HR managers to providestrategic direction, guidance, coaching, career development and talent management. This person will also partner with site leadership to drive strategic workforce planning, organizational design, change readiness/management, talent and compensation reviews, performance management, succession planning and other strategic HR services. What We're Looking For: Builds and sustains trusted advisor/business partner relationships with multi-site site leadership teams and direct reports. Acts as change agent, strategic advisor, and collaborator with senior leaders to influence and shape culture, business plans, vision, mission, priorities, and human capital strategies. This person will guideand mentor theirteam to do the same. Partners with site leaders to align and deliver strategic talent plans, reduce complexities, and enhance the value of enterprise HR solutions. Partners with business unit leaders to identify/address business drivers that may require org development/change; plan and execute organizational change initiatives. Complete business unit workforce environment analysis, short/long-term workforce requirements aligned to business priorities and partner with COE. Utilizes deep knowledge of HR policies, procedures, best practice and competitive landscape to shape the talent and HR requirements for the business. Partner with COE/Site leaders to identify business unit learning needs and plan/implement business unit-wide learning initiatives. Coach business senior leadership team in talent-related discussions/planning and in implementation of performance management process and executive communications. Engages with regional Sr HR Managers to execute the HR Operations strategy and priorities. Partner with business unit/function in developing/delivering key culture, inclusion, and other strategic HR messages/plans. Works alongside site leaders and team leaders to champion business and HR standards and consistency in policies, systems, and provides policy clarifications, interpretations and guidance as needed. Performs other duties as assigned. Skills That Make a Difference: Bachelor’s degree in human resources, business management or related field or at least 10 years' equivalent professional experience within an international organization Minimum of 8 years human resources experience with at least 3 years of generalist experience; or an equivalent combination of education and experience Experience working closely with function leaders to establish strategy, program, tools, policies, and processes Experience acting as a change agent, strategic advisor, and collaborator with senior leaders to champion HR standards and influence/shape business plans, vision, mission, and priorities Perks and Rewards That Inspire: Competitive salary with performance-based bonus plans 401k Match plus Age Weighted Defined Contribution Competitive medical, dental and vision offerings Health Savings Account Paid Holidays, Vacation, Parental Leave Learn more at benefits.lubrizol.com! Ready for your next career step? Apply today and let's shape the future together! It’s an exciting time to be part of Lubrizol. Lubrizol is not staying put. We are continually learning and evolving. Our passion delivers our success — not only for Lubrizol but for those who count on us every day: our employees, customers and communities. We work with a relentless commitment to operate safely and responsibly, keeping safety, sustainability, ethics, and compliance at the forefront of everything we do. The well-being of our employees, customers and communities is paramount to our culture and in the way we approach our work. As a diverse, global team, we work together to solve some of the world’s most pressing challenges. We impact everyday lives through science only Lubrizol can deliver, and we never stop pushing to do it better. One of the founding principles of The Lubrizol Corporation more than 90 years ago was treating every employee with dignity and respect. That same commitment is only stronger today. More than that, we are committed to providing an environment where every employee can be the best they can be, no matter their race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other characteristic. #LI-JM1 #LBZUS #LI-Hybrid #J-18808-Ljbffr