Talent Acquisition II

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Oct 23, 2026 1 view

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PEMEX Deer Park Talent Acquisition II

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Deer Park Refining Limited Partnership (DPRLP) known as PEMEX Deer Park is a highly complex refinery located 18 miles east of Houston in Deer Park, TX, and is a part of the PEMEX group which is a fully integrated oil company in the Americas, working across the entire value chain: exploration, production, industrial processing/refining, logistics and marketing. PEMEX Deer Park provides a diverse and inclusive work environment that employs approximately 1000 employees with another 1200 contractors on site. The refinery’s rated capacity is 340,000 barrels per day and has the feed flexibility to process multiple grades of crudes to produce the high-quality transportation fuels the world needs. The PEMEX Deer Park site is co-located with other 3rd party chemical facilities allowing for further integration and optimization of the refinery and its products. We set high standards of performance and ethical behaviors and offer challenging and fulfilling job opportunities in a number of fields. We take great pride in our ability to ensure the health and safety of our workers and the environment while being a good neighbor and have a positive impact on the local community where we work.

BENEFITS:

We value our employees’ time and efforts. Our commitment to your success is enhanced by our competitive compensation and an extensive benefits package including paid time off, medical, dental, and vision benefits, and future growth opportunities within the company. Plus, we work to maintain the best possible environment for our employees, where people can learn and grow with the company. We strive to provide a collaborative, creative environment where each person feels encouraged to contribute to our processes, decisions, planning and culture.

For more information, please visit our website: PEMEX

Job Summary

The Talent Acquisition II is a key member of the HR team supporting a refinery workforce of ~1,000 employees.

The Talent Acquisition II serves as a trusted advisor to hiring managers and HR Business Partners, driving effective sourcing, selection, and hiring strategies across union and non-union roles. This position focuses on attracting top talent in engineering, technical, operations, and leadership positions, while ensuring a positive candidate experience and compliance with all regulatory requirements.

Accountabilities & Responsibilities:

1. Talent Acquisition & Full-Cycle Recruiting

Lead end-to-end recruitment for union and non-union roles, including engineering, technical, operations, and leadership positions.
Partner with hiring managers to define staffing needs, create job requisitions, and develop selection strategies.
Develop and execute proactive sourcing strategies using job boards, networking, referrals, and digital platforms.
Screen resumes, conduct initial interviews, and evaluate candidates using the Applicant Tracking System (ATS (ADP)).
Coordinate all aspects of the interview process, including scheduling, interview logistics, feedback collection, and candidate communication.
Ensure a high-quality, consistent, and positive candidate experience throughout the hiring process.
Negotiate offers and manage the offer process, including pre-employment requirements.

Talent Pipeline Development

Build and maintain strong pipelines of qualified candidates for critical and hard-to-fill roles.
Establish partnerships with technical schools, universities, and industry organizations to support talent pipelines.
Represent the company at career fairs, networking events, and campus recruiting initiatives.
Lead internship and early career recruiting efforts, including program coordination and candidate engagement.

3. Recruitment Strategy & Market Insights

Provide market insights, talent availability trends, and competitive intelligence to inform hiring strategies.
Advise hiring managers on labor market conditions, compensation expectations, and recruitment best practices.
Utilize data and metrics to improve time-to-fill, quality-of-hire, and overall recruiting effectiveness.
Continuously identify opportunities to enhance recruiting processes, tools, and employer branding.

4. Compliance & Process Excellence

Ensure compliance with EEO, OFCCP, and refinery-specific hiring requirements.
Maintain accurate and compliant documentation within the ATS and recruitment systems.
Support audits and reporting requirements related to recruiting activities.
Promote equitable and inclusive hiring practices throughout the recruitment process.

5. Stakeholder Partnership

Serve as a trusted advisor to hiring managers, HR Business Partners, and business leaders.
Provide guidance on candidate selection, interview techniques, and hiring decisions.
Build strong relationships with internal stakeholders to ensure alignment on hiring priorities and workforce needs.

6. Onboarding & Transition Support

Partner with HR and hiring managers to ensure seamless onboarding experience.
Coordinate new hire integration plans and support onboarding processes to drive early success and retention.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Must have legal authorization to work in the US on a full-time basis.
Ability to effectively manage competing priorities.
Excellent interpersonal and communications skills.

Job Knowledge, Skills & Experience
Education and Experience:	Bachelor’s degree in Human Resources, Business, or related field required, Master’s preferred. 5+ years of experience in talent acquisition or full-cycle recruiting. Experience supporting manufacturing, energy, or refinery industries strongly preferred. Demonstrated experience designing and implementing talent development programs. Proficiency with Applicant Tracking Systems (ATS) and HR analytics tools.
Skills & Competencies:	Full-Cycle Recruiting Candidate Sourcing & Pipeline Development Stakeholder Management Interviewing & Selection Techniques Diversity, Equity & Inclusion Advocacy Data-Driven Decision Making Talent Market Intelligence
Physical requirements:	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 accommodation may be provided to enable individuals with disabilities to perform the essential functions: 15-25% of work is performed in an outside petrochemical manufacturing environment. Must currently hold or be able to qualify to receive a Transportation Worker Identification Credential (TWIC) card. Note, information regarding TWIC qualification standards may be found at https://www.tsa.gov/forindustry/twic

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