Advisor, Employee Relations

About the position

Welcome to ConocoPhillips, where innovation and excellence create a platform for opportunity and growth. Come realize your full potential here. Who We Are We are one of the world’s largest independent exploration and production companies, based on proved reserves and production of liquids and natural gas. With operations and activities in 13 countries, we explore for, develop, and produce crude oil and natural gas globally. We are challenged with an important job to safely find and deliver energy to the world. Our employees are critical to our success, and with them we power civilization. We’re grounded by our SPIRIT Values – safety, people, integrity, responsibility, innovation, and teamwork. These values position us to deliver strong performance in a dynamic business – but not at all costs. We believe it’s not just what we do – it’s how we do it – that sets us apart. Fostering an Inclusive Work Environment To deliver superior performance, we create an environment that respects the contributions and differences of every individual. Wherever possible, we use these differences to drive competitive business advantage, personal growth and, ultimately, create business success. Job Summary If selected as the Employee Relations Advisor, you will lead, plan, and execute a broad range of employee relations activities. This includes providing expert guidance to Human Resources Business Partners on employee relations issues, crafting fit‑for‑purpose disciplinary documents such as performance improvement plans, and conducting thorough, timely internal workplace investigations involving alleged violations of the Company’s Code of Business Ethics and Conduct. In this role, you will also support a variety of additional responsibilities, including policy consultation and interpretation, new policy development, external research, training, project planning/execution and compliance reporting.

Responsibilities

• Plan, organize, and conduct workplace investigations in accordance with best practices, applying deep knowledge of company policies and relevant labor and employment laws to assess the credibility of allegations. This work will require close partnership and a high degree of collaboration with the Legal and Ethics & Compliance teams.
• Prepare well‑written internal investigation reports that summarize key findings and provide actionable recommendations to mitigate validated issues.
• Play a lead role in consensus meetings with investigation stakeholders to review investigation outcome and recommended next steps.
• Conduct FLSA analyses upon request.
• Support the ongoing transformation of the Employee Relations function into a best‑in‑class resource for Human Resources Business Partners by offering practical, values‑aligned guidance and counsel. Your approach will balance pragmatic solutions with a strong commitment to the Company’s culture and principles.
• Assist in designing and delivering fit‑for‑purpose employee relations training by partnering with cross‑functional teams to update curriculum, incorporate emerging best practices, and ensure content is aligned with Company policies, culture, and operational needs. This includes contributing to training materials, guidance documents, and supporting resources to strengthen employee relations capability across the organization through these training programs.
• Quickly identify potential legal issues/risks and engage the Company’s Legal group as necessary.
• Assist in managing pre-hire criminal background check escalations in conjunction with our Global Security and Legal groups. Provide recommendations based on background check results consistent with past precedent.
• Collaborate with key stakeholders and business unit personnel to obtain relevant data and other important metrics for research and analyses. This includes analyzing information developed from investigation trends to identify patterns, common causes and/or themes and make recommendations to address findings.
• Stay current on new legal, regulatory, and industry developments to ensure the Company’s policies remain up to date, compliant, and aligned with organizational culture. Identify gaps or emerging needs and develop new policies as required to support the Company’s evolving business and people strategies.
• Assist with various compliance reporting requirements such as EEO-1, VETS-100 and others as required.
• Provide ER support, guidance and counseling to HRBP client group.
• Successfully leading and/or assisting with employee relations or other human resources projects as required.

Requirements

• Legally authorized to work in the United States
• Bachelor’s degree or higher in Business, Human Resources, Law, Psychology, Sociology, related field or foreign equivalent
• 3 or more years of experience in either an employee relations specialist or a Human Resources Business partner role with a strong emphasis on employee relations
• 3 or more years of experience conducting workplace investigations, preparing written reports and delivering results to a variety of stakeholders
• 1 or more years’ experience in an audit, policy, or compliance position, including conducting analysis of information to determine potential issues, trends, or process improvements needed
• Intermediate level of knowledge of EEO-related laws including Title VII, ADA, ADEA, FLSA, NLRA and relevant state laws/regulations
• Intermediate level of proficiency in MS 0365 applications (Excel, Outlook, PowerPoint, Word, SharePoint, and Teams)
• Willing and able (with or without reasonable accommodations) to travel up to 25% on a yearly basis

Nice-to-haves

• Master’s degree or higher in Business, Human Resources, Law, Psychology, Sociology or related field or Juris Doctorate or foreign equivalent
• Professional in Human Resources® (PHR®) or Senior Professional in Human Resources® (SPHR®) certification
• 7 or more years of experience conducting complex investigations, preparing and presenting verbal and written investigative reports to all levels of an organization
• Intermediate experience preparing responses to EEOC (and state equivalent) Charges of Discrimination
• Intermediate experience working with unionized workforces, including understanding collective bargaining agreements, past practices, grievance procedures, and the unique considerations associated with labor–management relations
• Ability to create and communicate relevant metrics to stakeholders
• Formal training in various investigative areas, i.e., investigation process and principles, interviewing techniques, evidence collection, investigative/intelligence analysis, and report writing
• Experience developing and delivering full-cycle EEO fair employment practices, and leader effectiveness training
• Ability to manage and prioritize assignments which may be broad in scope and complexity
• Strong written, verbal, and analytical skills
• Ability to work collaboratively with a wide range of stakeholders including the Company’s Legal and Ethics and Compliance department
• Ability to lead by example and consistently uphold the Company’s values and ethical standards in all actions and decisions
• Ability to efficiently communicate and work with diverse individuals at varying levels within the organization
• Ability to exercise judgment and discretion regarding confidential and sensitive matters
• A self‑starter who thrives with limited supervision and is comfortable operating in situations with ambiguity, applying sound judgment and adaptability to navigate “grey areas” effectively
• Ability to quickly build positive relationships with all levels of the organization based on trust and seeks collaboration across

Benefits

• Medical, dental, vision, mental health support, and wellness programs.
• Competitive base pay, annual performance bonuses, and retirement savings plans.
• Paid time off, paid parental leave, and family support resources.
• Access to training, mentoring, and internal career mobility tools.
• Peer-nominated awards, inclusive culture, and employee resource groups.