Advisor, Workforce Reporting & Insights

Phillips 66 & YOU - Together we can fuel the future

The Advisor, Workforce Reporting & Insights designs, develops, and delivers workforce analytics, reporting, and decision-support solutions that help Human Resources and business leaders make informed people and business decisions. This role combines workforce analytics expertise with data science, business consulting, and data storytelling capabilities.

The Advisor serves as a trusted analytical consultant: clarifying business questions, identifying the right data and methods, developing rigorous analyses, translating findings into practical recommendations, and helping stakeholders act on the results. The role also stewards workforce reporting products, metrics, data quality, and self-service capabilities across multiple HR data sources.

Position can be based in Bartlesville, Oklahoma, or Houston, Texas.

What You’ll Do

Business consulting and insight development

- Partner with HR, business, and functional leaders to understand strategic priorities, frame ambiguous workforce questions, define measurable outcomes, and translate business problems into hypotheses, analytical plans, decision criteria, and clear deliverables.

- Lead analytical engagements from intake and scoping through analysis, recommendation, delivery, and follow-up.

- Advise stakeholders on appropriate metrics, analytical approaches, data limitations, and interpretation of results.

- Develop recommendations that connect workforce findings to business implications, including talent supply, workforce composition, retention, mobility, hiring, capability needs, organizational effectiveness, and other workforce priorities.

- Build trusted relationships with stakeholders and manage expectations regarding scope, timing, data availability, and level of confidence in findings.

Data science and advanced analytics

- Apply descriptive, diagnostic, predictive, and prescriptive analytical methods to workforce and business data, selecting approaches appropriate to the business question.

- Clean, integrate, transform, and validate structured and unstructured data from HR systems, surveys, enterprise data sources, and relevant external sources.

- Use statistical methods such as trend analysis, segmentation, correlation, hypothesis testing, sampling, survey analysis, forecasting, and model evaluation.

- Develop, test, validate, and document analytical models, forecasts, decision aids, and other advanced-analytics solutions when they provide meaningful business value.

- Assess assumptions, data quality, bias, uncertainty, and model limitations; communicate those considerations clearly to technical and nontechnical audiences, while identifying opportunities to automate recurring analysis and responsibly apply emerging analytics and AI capabilities.

Reporting, visualization, and self-service analytics

- Develop, enhance, and manage recurring, ad hoc, operational, compliance, and executive workforce reporting.

- Create intuitive dashboards and visualizations that make workforce trends, relationships, drivers, and implications easy to understand.

- Establish reporting standards, metric definitions, documentation, and reusable analytical assets to improve consistency and adoption.

- Enable stakeholders to access trusted workforce metrics and standard reports through self-service tools, providing guidance on appropriate use and interpretation.

- Communicate analytical findings through concise narratives, presentations, dashboards, and other decision-ready products.

Data, systems, and governance

- Serve as a subject-matter resource for workforce data, HR processes, HR information systems, reporting environments, and analytical tools.

- Manage or contribute to data-quality controls, reconciliation, testing, issue resolution, and documentation across connected data sources.

- Partner with HR technology, data, and business teams on reporting requirements, system enhancements, integrations, and implementation of new or changed reporting standards.

- Promote responsible use of sensitive employee data, including appropriate access, confidentiality, privacy, security, and data-governance practices, while maintaining knowledge of HR data structures, business definitions, system capabilities, and emerging workforce-analytics practices.

Delivery, adoption, and capability building

- Plan and deliver multiple projects and priorities in a fast-paced environment, balancing recurring reporting commitments with strategic analytical work.

- Facilitate working sessions, communicate status and risks, and coordinate dependencies across stakeholders and delivery teams.

- Train and coach users on dashboards, reporting tools, metric definitions, and interpretation of workforce insights.

- Foster a data-informed culture by helping stakeholders ask better questions, use evidence appropriately, and connect insights to action.

What You’ll Bring - Required

- Legally authorized to work in the country

- Bachelor’s degree in data science, statistics, business analytics, computer science, business, human resources, economics, or a related field

- 3 or more years of relevant experience in workforce analytics, people analytics, data science, business analytics, reporting, consulting, or a related field

- Proficiency in data visualization and presentation tools such as Power BI, PowerPoint, or similar platforms

What Makes You Stand Out – Preferred

- Demonstrated experience converting business questions into analytical approaches, meaningful insights, and practical recommendations

- Experience with data preparation, statistical analysis, analytical modeling, or forecasting using SQL and at least one programming or statistical language such as Python or R, or a comparable analytical environment

- Master’s degree in data science, statistics, business analytics, computer science, human resources, economics, or a related field

- Experience working with large, complex, or multi-source datasets and evaluating data quality, completeness, consistency, and limitations; ability to explain analytical methods, findings, uncertainty, and business implications to nontechnical audiences

- Strong collaboration, communication, organization, problem-solving, and critical-thinking skills, with the ability to handle confidential workforce information with sound judgment and discretion

- Experience in workforce or people analytics within a complex, geographically distributed, or industrial organization

- Experience with SuccessFactors or another enterprise HR information system and with employee listening, engagement, or survey platforms

- Exposure to developing predictive or prescriptive workforce analytics, including attrition, workforce demand, talent supply, mobility, hiring, capability, or organizational-effectiveness analyses

- Experience with data warehouses, data lakes, ETL/data-preparation processes, semantic models, or governed self-service analytics environments

- Experience maintaining reporting documentation, metric definitions, or data-quality procedures

- Experience leading consulting engagements, facilitating insight-to-action discussions, or influencing decisions without direct authority

- Familiarity with responsible AI, model explainability, privacy, bias assessment, employee-data considerations, and platforms such as Alteryx, Microsoft Fabric, Azure, or similar data and analytics tools

Compensation Range

This position has a base salary range of $125,100 - $152,900.

At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role’s requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.

Total Rewards

At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being — physical, emotional, social, and financial — is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results — personally and professionally. Benefits for certain eligible, full-time employees include:

- Annual Variable Cash Incentive Program (VCIP) bonus

- 8% 401k company match

- Cash Balance Account pension

- Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP

- Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services

Learn more about Phillips 66 Total Rewards .

Phillips 66 has more than 140 years of experience in providing the energy that enables people to dream bigger and go farther, faster. We are committed to improving lives, and that is our promise to our employees and our communities. We are sustained by the backgrounds and experiences of our diverse teams, which reflect who we are, the environment we create and how we work together. We have been recognized by the Human Rights Campaign, U.S. Department of Labor and the Military Times for our continued commitment to inclusive practices and policies in the hiring and retention of those in the LGBTQ+ community and military veterans. Our company is built on values of safety, honor and commitment. We call our cultural mindset Our Energy in Action, which we define through four simple, intuitive behaviors: We work for the greater good, cultivate an environment of trust, seek different perspectives and pursue excellence.

Learn more about Phillips 66 and how we are working to meet the world's energy needs today and tomorrow, by visiting phillips66.com.

To be considered

In order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date of 10/12/2026 .

Candidates for regular U.S. positions must be a U.S. citizen or national, or an alien admitted as permanent resident, refugee, asylee or temporary resident under 8 U.S.C. 1160(a) or 1255(a)(1). Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Phillips 66 is an Equal Opportunity Employer