Sr. HR Advisor

Job Responsibilities:

Lifecycle Talent Acquisition

• Owns and executes the site talent acquisition strategy in alignment with business plans, partnering with leaders to forecast workforce needs, drive workforce planning, and ensure on-boarding resources support short- and long-term capability development, and a consistently positive candidate experience.

• Develops external talent pipelines and sourcing plans; represents the organization at local career fairs, university/college events, and community partnerships to build sustained access to critical and diverse talent.

• Builds and maintains relationships with external organizations to strengthen employer brand recognition, communicate the employee value proposition, and expand the pipeline for current and future staffing needs.

Employee Relations & Talent/Performance Management

• Leads proactive employee relations strategy through routine leader engagement, workforce listening, and timely issue identification. Serves as a trusted advisor to leaders and employees, interpreting policy and procedure and ensuring consistent, compliant application of HR practices while maintaining current knowledge of HR trends and federal and state labor laws.

• Provides advanced coaching to leaders on performance management, employee development, and corrective action. Leads or oversees investigations into employee relations and conduct matters, assesses risk, documents findings, and partners with Legal/Employee Relations as appropriate to determine equitable outcomes and corrective actions.

• Consults on the design and delivery of employee engagement and communications plans (e.g., involvement activities, recognition, change communications) that strengthen culture, retention, and alignment to business priorities.

• Develops and facilitates training and leader enablement on HR and leadership topics (policy, investigations, respectful workplace, performance, onboarding, change leadership), and partners with leaders to close capability gaps and improve organizational effectiveness.

HR Analysis & Reporting

• Owns key people metrics and dashboards; prepares and interprets HR and workforce data to generate actionable insights for leadership (e.g., attrition, recruiting funnel, compensation, overtime, headcount, staffing and labor costs), and recommends interventions aligned to site and corporate strategy.

• Conducts independent analysis of investigation outcomes and trends; identifies systemic issues, recommends corrective and preventive actions, and tracks implementation effectiveness in partnership with leaders and EHS/Legal as applicable.

• Acts as the site subject matter expert for Workday (time & attendance and core HR processes), drives data integrity and process governance, facilitates problem solving with HRIT, and leads or participates on cross-functional project teams to optimize workflows, controls, and user experience.

Supervisory Relationships:

• Position Reports To:HR Manager

• Delegation/Acting Coverage: Serves as the HR Manager's delegate as assigned, providing leadership coverage during absences, coordinating priority work, handling escalations within established guidelines, and ensuring timely communication and continuity of HR services.

• Subordinate Positions: None

Incumbent Attributes:

Education: BS/BA in a Human Resources or Business or equivalent experience typically required to complete all essential job functions.

Years of experience: 10+ years of progressive HR experience (manufacturing/operations preferred) with demonstrated capability to lead HR strategy execution, advise senior leaders, and independently manage complex employee relations, talent, and organizational initiatives.

Other unique job relevant attributes:

• Advanced HRIS/Workday (preferred) proficiency and strong analytical capability to translate data into insights, recommendations, and measurable outcomes.

• Strong consulting, coaching, and facilitation skills with the ability to influence leaders, challenge constructively, and build alignment across levels and functions.

• Demonstrated judgment and discretion with highly confidential information; applies policy consistently and escalates appropriately to mitigate risk.

• Executive presence and the ability to communicate clearly with all levels of employees and leaders, including delivering difficult messages and driving change.

• Experience in multi-site operations or a manufacturing environment desirable; capable of leading cross-functional initiatives and change management efforts.

FMLA:

https://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf

Employee Polygraph Protection Act

https://www.dol.gov/whd/regs/compliance/posters/eppac.pdf

• Employees in Canada can learn more about their rights by viewing the "Canadian Human Rights Act".

Notice Regarding Potential Use of Artificial Intelligence in the Recruitment Process

As part of our recruitment process, CF Industries may use automated tools, including artificial intelligence ("AI") and machine learning technologies, to assist recruiters in identifying and prioritizing candidates whose qualifications align with job-related criteria, including information provided during the application process such as resumes, work history, education, qualifications, and responses to application questions. These tools support but do not replace human decision-making, and all final employment decisions are made by our Talent Acquisition team and/or hiring managers exercising independent judgment.

If you need any assistance seeking a job opportunity at CF Industries, need reasonable accommodation with the application process, or have questions about our use of AI, please call 847-405-2400 or contact us attalentacquisition@cfindustries.com.