Advisor II, Talent Acquisition Partner

Phillips 66 & YOU - Together we can fuel the future   As an Advisor II, Talent Acquisition Partner at Phillips 66, you will support recruiting efforts for the Refining and Field Operations business units, helping identify and attract talent while delivering a consistent, high-quality recruiting experience for candidates and hiring teams. You will partner with stakeholders to understand hiring needs, support sourcing and screening activities, and help move candidates through the recruiting process with professionalism, organization, and a customer-focused mindset. Through collaboration, market awareness, and effective relationship management, you will help connect top talent with critical business needs across the organization.   What You'll Do

Partner with hiring managers and stakeholders to understand workforce needs, develop recruitment strategies, and align hiring plans with business objectives. Manage the full-cycle recruitment process for professional and specialized roles, including vacancy profiling, sourcing, screening, interviewing, selection, offer management, and onboarding. Build and maintain talent pipelines for critical, hard-to-fill, and future-focused positions using a variety of sourcing channels, recruitment marketing approaches, and networking strategies. Serve as a talent advisor by providing market intelligence, competitive insights, and recommendations that help leaders make informed hiring decisions. Cultivate strong relationships with candidates, hiring managers, HR partners, and third-party suppliers to ensure a positive customer and candidate experience. Monitor recruiting metrics, analyze data and trends, and use insights to improve recruitment effectiveness, process efficiency, and decision-making. Ensure compliance with recruiting policies, employment regulations, and organizational standards throughout the hiring process. Support recruiting campaigns, stakeholder engagement activities, career events, and talent attraction initiatives to enhance employer branding and workforce planning. Prioritize and manage multiple requisitions, projects, and competing deadlines while responding effectively to recruitment challenges and escalations. Leverage applicant tracking systems, recruiting technologies, and sourcing tools to optimize recruiting workflows and candidate engagement.

What You'll Bring – Required

Legally authorized to work in the job posting country. High School Diploma or GED equivalent. 2 or more years of full-cycle recruiting experience in a corporate or agency environment. Intermediate proficiency with Microsoft Outlook, Word, Excel, and PowerPoint. Intermediate proficiency in ATS platforms, LinkedIn Recruiter, CRM tools, and Boolean search

What Makes You Stand Out – Preferred

Bachelor's degree or higher. 5 or more years of full-cycle recruiting experience. Experience recruiting for specialized, technical, leadership, or hard-to-fill positions. Proficiency with Applicant Tracking Systems (ATS), including SuccessFactors, LinkedIn Recruiter, and other recruiting platforms. Experience developing talent attraction campaigns, employer branding initiatives, or future talent recruiting programs. Knowledge of workforce planning, recruitment marketing, candidate assessment methodologies, and recruiting process optimization. Strong capability in building talent networks and long-term candidate pipelines. Experience sourcing, evaluating, and hiring candidates across a variety of professional and specialized roles. Demonstrated ability to consult with hiring managers and influence hiring decisions through data, market insights, and recruiting expertise. Proficiency in utilizing multiple sourcing techniques and recruiting technologies to attract qualified talent. Strong communication, relationship-building, and stakeholder management skills. Ability to manage multiple priorities and recruitment projects in a fast-paced environment.