Marcus Williams Email & Phone Number

Houston, TX, US

Houston, TX, US

Houston, TX, US

London, England, GB

London, England, GB

London, England, GB

Responsible for leading the HR function and supporting the development and implementation of the refinery’s strategic direction. As a member of the refinery leadership team, the role is a key contributor to the business planning, strategy development and performance planning for the organization.Strategically and systematically provides leadership and.

London, England, GB

Accountable for managing the Global Downstream Projects Organizational Capability team. This role is the team lead over work processes, systems and tools to monitor and support improvement and sustainability of the Downstream Project and Refining Turnaround communities. Additionally the role has responsibility for providing day to day HR support for.

London, England, GB

• HR Manager of the Maintenance and Reliability organization at BP’s largest US refinery comprised of 2000+ employees
• HR leader with an generalist remit of approximately 850 employees across three departments comprised salaried exempt and non-exempt professional employees and USW represented hourly employees
• Site Talent Management leader responsible for all talent related activities including but not limited to employee performance/potential assessments, succession plans, development action planning and high potential.
• HR leader for Maintenance and Reliability related labor activity including the chair for Maintenance Committee (Management/Union Meeting), 2015 open contract negotiations and all day to day labor activity such as.
• Provides supervision, coaching and development for human resources team

London, England, GB

• Provided HR Generalist support to one of BP’s two Midwest US refinery comprised of 700 employees
• Supported approximately 350 site employees across four departments with an equal mix of salaried exempt and non-exempt professional employees and USW represented hourly employees
• Facilitated the creation of three Diversity and Inclusion affinity networks and serves as the HR contact for these groups
• Responsible for client internal and external recruiting activities including job leveling, employee offer details, management consulting and placement strategy
• Served as the HR lead for the 2012 and 2013 Annual Talent Review representing 300+ employees
• Served as a co-lead for the 2012/13 Salary Administration and Performance Management process representing 300+ employees

London, England, GB

• Provided HR Generalist support to the third largest US refinery with 2300 employees and 2000+ contractors;
• Provided direct support for 125+ exempt and non-exempt professional employees and union employees
• Served as the HR advisor for site Diversity and Inclusion agenda, including support for five affinity networks and site programs/initiatives
• Responsible for client internal and external recruiting activities including job leveling, employee offer details, management consulting and placement strategy
• HR lead for 2011/12 Salary Administration process representing 1000+ employees
• Led 2010/2011 Workforce Planning statistical analysis and refresh representing 2300 employees

US

• Worked with all levels of staff at the largest US refinery with 2600 employees and 2000+ contractors.
• Provided generalist and labor support to 600 union employees and 250 exempt and non-exempt employees.
• Lead advisor for three site unions (IBEW, IAM&AW, BEF) and for USW (EIA/BEF).
• Responsible for grievance avoidance strategies, grievance hearings and retorts, arbitration preparation, conflict resolution and coordinating monthly union/company management meetings.
• Drove the process for multiple discipline cases up to and including terminations.
• Managed 2010 union apprenticeship salary progressions for 1800+ employees.

US

• Facilitated annual salary administration process for 3500+ employees during three salary cycles.
• Lead compensation consultant for five diverse organizations (Production, Upstream Research, Gas & Power Marketing, Procurement, and Global Real Estate & Facilitates).
• Scope included administration for Managerial, Professional, Technical and Administrative employees.
• Administered salary progressions for wage employees into exempt level pay grades and advancement ladders.
• Facilitated US national salary programs for US expatriates into global arenas (Canada, Latin America, Europe, Africa, Asia, Middle East).
• Led task force to reengineer First Line Supervisor pay progression methodology.

Ma, Higher Education

Mlhr, Human Resources