Sr. HR Advisor

About the role

At CF Industries, our mission is to provide clean energy to feed and fuel the world sustainably. Our employees are focused on safe and reliable operations, environmental stewardship, and disciplined capital and corporate management. By joining CF, you will be part of a team that brings their varied experiences, wide-ranging knowledge and diverse talents together to deliver important work and you'll be able to pursue complex, exciting opportunities that help you continue to grow and achieve your potential in different areas. You'll take pride in working for a company that lives its values and where you can be yourself at work, as part of an authentic team that encourages you to share your views and opinions. Our eight manufacturing complexes in the United States, Canada, and the United Kingdom, an unparalleled storage, transportation and distribution network in North America, and logistics capabilities enabling a global reach underpin our strategy to leverage our unique capabilities to accelerate the world's transition to clean energy. Function: Human Resources Job Summary: The Sr HR Advisor serves as a strategic partner to site leaders and is accountable for advancing the people strategy that enables business performance, culture, and compliance. This role leads and influences key HR initiatives across talent acquisition, employee relations, performance management, organizational effectiveness, reporting/analytics, and program administration. The position acts as the primary delegate for the HR Manager as assigned, providing day-to-day leadership coverage, escalation support, and continuity of operations, and is intentionally designated and developed as a successor for the HR Manager role. Demonstrates visible leadership and contributes positively to the facility safety culture through active participation in EHS safety programs and initiatives. Job Description: Job Responsibilities : Lifecycle Talent Acquisition Owns and executes the site talent acquisition strategy in alignment with business plans, partnering with leaders to forecast workforce needs, drive workforce planning, and ensure on-boarding resources support short- and long-term capability development, and a consistently positive candidate experience. Develops external talent pipelines and sourcing plans; represents the organization at local career fairs, university/college events, and community partnerships to build sustained access to critical and diverse talent. Builds and maintains relationships with external organizations to strengthen employer brand recognition, communicate the employee value proposition, and expand the pipeline for current and future staffing needs. Employee Relations & Talent/Performance Management Leads proactive employee relations strategy through routine leader engagement, workforce listening, and timely issue identification. Serves as a trusted advisor to leaders and employees, interpreting policy and procedure and ensuring consistent, compliant application of HR practices while maintaining current knowledge of HR trends and federal and state labor laws. Provides advanced coaching to leaders on performance management, employee development, and corrective action. Leads or oversees investigations into employee relations and conduct matters, assesses risk, documents findings, and partners with Legal/Employee Relations as appropriate to determine equitable outcomes and corrective actions. Consults on the design and delivery of employee engagement and communications plans (e.g., involvement activities, recognition, change communications) that strengthen culture, retention, and alignment to business priorities. Develops and facilitates training and leader enablement on HR and leadership topics (policy, investigations, respectful workplace, performance, onboarding, change leadership), and partners with leaders to close capability gaps and improve organizational effectiveness. HR Analysis & Reporting Owns key people metrics and dashboards; prepares and interprets HR and workforce data to generate actionable insights for leadership (e.g., attrition, recruiting funnel, compensation, overtime, headcount, staffing and labor costs), and recommends interventions aligned to site and corporate strategy. Conducts independent analysis of investigation outcomes and trends; identifies systemic issues, recommends corrective and preventive actions, and tracks implementation effectiveness in partnership with leaders and EHS/Legal as applicable. Acts as the site subject matter expert for Workday (time & attendance and core HR processes), drives data integrity and process governance, facilitates problem solving with HRIT, and leads or participates on cross-functional project teams to optimize workflows, controls, and user experience. Supervisory Relationships: Position Reports To: HR Manager Delegation/Acting Coverage: Serves as the HR Manager's delegate as assigned, providing leadership coverage during absences, coordinating p