At Lummus Technology, innovation thrives, and excellence is a shared pursuit. When you join Lummus, you are empowered to make an impact and be part of a dynamic team that celebrates creativity, encourages professional development, and fosters collaboration.
From our technology portfolio to our global workforce, Lummus is growing at a rapid pace, and we hope that you will grow with us during this exciting time.
Lummus Technology is looking for an experienced HR Business Partner to join our HR team in Houston, TX. This role will serve as a trusted partner to leaders Chief Business Officer and the CBO leadership team. This role will translate business priorities into integrated workforce, organization, leadership and talent strategies that strengthen execution and enable growth. The HR Business Partner will combine strong commercial acumen, data-driven insight and trusted executive partnership with disciplined delivery across organizational effectiveness, succession, workforce planning, performance, employee relations and change leadership.
The successful candidate will operate both strategically and hands-on: shaping the people agenda with senior leaders, identifying organizational risks and opportunities, and ensuring that actions are implemented through strong partnership with Talent Acquisition, Total Rewards, Talent Management, HR Operations and other specialist teams.
Strategic Mandate
- Act as the principal HR thought partner to the Chief Business Officer, bringing an enterprise perspective to business planning, operating decisions and leadership priorities.
- Build and execute an annual people and organization plan aligned with the CBO organization’s growth objectives, customer commitments, operating model and financial priorities.
- Use workforce data and business insight to anticipate capability gaps, organizational risks, leadership needs and talent constraints before they affect execution.
- Challenge and coach senior leaders constructively, balancing business performance, employee experience, organizational health and risk management.
- Connect enterprise HR strategy to the CBO organization while ensuring locally relevant, practical and measurable implementation.
Key Responsibilities
Executive Partnership and Business Strategy
- Participate in leadership discussions as the people and organization advisor, translating business strategy into workforce, capability and organization priorities.
- Advise the Chief Business Officer and leadership team on organization design, spans and layers, decision rights, leadership effectiveness and operating model evolution.
- Provide fact-based recommendations using workforce trends, talent data, succession strength, attrition indicators and external market insight.
- Partner with Finance and business leaders on workforce planning, resource trade-offs, labor cost considerations and critical-role investments.
Talent, Succession and Leadership
- Lead talent reviews, succession planning and leadership capability discussions for the CBO organization, with clear actions, owners and follow-through.
- Identify pivotal roles and high-impact talent; build practical retention, development and readiness plans for critical positions.
- Coach senior leaders on performance differentiation, team effectiveness, leadership transitions and development priorities.
- Partner with Talent Acquisition on strategic hiring plans, executive and critical-role searches, talent pipelines and workforce market intelligence.
Organization Effectiveness and Change
- Lead the people workstream for reorganizations, integrations, growth initiatives and transformation programs, including stakeholder planning and change adoption.
- Assess organizational health and recommend interventions that improve accountability, collaboration, decision speed and execution.
- Facilitate leadership alignment sessions, talent calibrations and organization planning discussions that result in clear decisions and actions.
- Identify cultural and engagement themes and convert them into targeted leadership actions with measurable outcomes.
Performance, Rewards and Employee Relations
- Guide leaders through performance management, goal alignment, talent differentiation and complex employee matters with sound judgment and appropriate risk escalation.
- Partner with Total Rewards on compensation planning, promotions, job architecture, market competitiveness and retention actions.
- Ensure fair, consistent and timely application of company policy and employment practices while protecting confidentiality and organizational trust.
- Manage sensitive employee relations matters in partnership with HR leadership, Legal and other specialists as appropriate.
Execution, Analytics and HR Delivery
- Establish a people dashboard and operating cadence for the CBO leadership team, tracking agreed workforce, talent, succession, engagement and organization priorities.
- Use Workday and other HR data sources to maintain organizational accuracy, analyze workforce information and support high-quality decision-making.
- Coordinate effectively across HR specialist teams and HR Operations, ensuring that strategic commitments translate into disciplined execution.
- Sponsor process improvements that simplify manager experience, strengthen controls and improve the quality and consistency of HR delivery.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration or a related field required; advanced degree preferred.
- 8 or more years of progressive Human Resources experience, including substantial HR Business Partner experience supporting senior leaders in a complex, global organization.
- Demonstrated ability to connect business strategy, financial priorities and operating requirements to practical people and organization solutions
- Experience leading workforce planning, organization design, talent reviews, succession planning, leadership development, performance management and change initiatives.
- Strong executive presence, commercial judgment and consulting capability, with the confidence to challenge, influence and coach senior leaders.
- Working knowledge of compensation, employee relations, employment law, talent acquisition and HR operating models.
- Strong analytical capability, including the ability to interpret workforce data, identify patterns and convert insights into executive decisions and actions.
- Strong Workday capability, including organizational changes, employee data, reporting and workflow support.
- Excellent written and verbal communication skills, including the ability to frame complex issues clearly for executive audiences.
- Experience supporting manufacturing, engineering, operations, technology or other technical and project-driven client groups strongly preferred.
- SHRM-SCP, SPHR or comparable professional certification preferred.
Measures of Success
- A clearly defined and executed people plan that is visibly aligned with CBO business priorities.
- Improved leadership depth and succession readiness for critical roles.
- Earlier identification and mitigation of workforce, organization and talent risks.
- Timely, data-informed workforce decisions and disciplined follow-through on leadership actions.
- Effective delivery of organizational change with strong leadership ownership and employee adoption.
- Trusted-advisor credibility with the Chief Business Officer, leadership team and HR partners.
Lummus Technology is the global leader in developing technology solutions that make modern life possible and focus on a more sustainable, low carbon future. We license process technologies in clean fuels, renewables, petrochemicals, polymers, gas processing and supply lifecycle services, catalysts, proprietary equipment and digitalization to customers worldwide.
Lummus Technology is an Equal Opportunity Employer. We value diversity and are committed to providing equal employment opportunities to all qualified applicants without regard to any protected characteristic under applicable law. Applicant information will be processed in accordance with applicable privacy and data protection laws.
