Supervisor, Strategic Sourcing

Location: Houston, TX, US, 77042 Bartlesville, OK, US, 74004 Job Field: Human Resources Phillips 66 & YOU - Together we can fuel the future The Supervisor, Strategic Sourcing builds and operates Phillips 66’s disciplined approach to external talent access. The role serves as the capability lead for strategic talent sourcing, agency governance (including intake, evaluation, engagement, & performance management), and talent-market intelligence across Talent Acquisition. This role leads a small team of Sourcers and provides differentiated, data-informed talent strategies by translating business and workforce needs into strategic sourcing plans, building proactive talent maps and pipelines, delivering sourcing advice and training to recruiters, and providing talent market intelligence to the Head of Talent Acquisition and other leaders across the organization. The role also establishes and manages an intake and governance program for agency usage, determining when external agencies add value beyond internal recruiting resources and converting labor-market signals into practical recommendations. What You’ll Do Lead proactive sourcing for difficult talent segments, including scarce, emerging, confidential, and complex roles across Phillips 66. Translate hiring needs into actionable sourcing strategies, including target companies, talent profiles, search hypotheses, sourcing channels, outreach plans, and calibration criteria. Build scalable sourcing capabilities, such as reusable talent pools, talent maps, templates, playbooks, research assets, and integrated use of referrals, alumni, mobility, technology, and external partners. Provide market intelligence to guide decisions, covering talent availability, competitor activity, location dynamics, candidate movement, compensation inputs, market risks, and emerging skills. Prioritize internal recruiting and strategic sourcing, using agencies when searches are critical, confidential, niche, or time sensitive. Measure outcomes and continuous improvement, using data on quality, time, cost, conversion, diversity, candidate experience, compliance, and stakeholder feedback to improve sourcing, agency utilization, workflows, and service standards. Own the agency-intake process as the central coordinator for requests involving recruitment agencies and external search firms. Apply a consistent agency decision framework based on role criticality, talent scarcity, search complexity, timing, business impact, internal capacity, compliance, candidate experience, and cost. Manage agency performance and relationships through clear search briefings, expectations, progress reviews, issue resolution, scorecards, and business reviews. Ensure cross-functional governance with Procurement, Legal, Compensation, Finance, HRBPs, recruiters, and hiring leaders to maintain policy, approval, contract, and fair-candidate compliance. What You'll Bring - Required Legally authorized to work in the job posting country Bachelor’s degree in human resources, business, communications, industrial/organizational psychology, market research, analytics, or a related discipline 8 or more years of progressive experience in talent acquisition, strategic sourcing, executive or professional search, recruitment agency management, talent intelligence, workforce research, or a related discipline 3 or more years of experience independently shaping sourcing strategy, advising hiring leaders, managing external recruiting partners, or translating labor-market data into talent decisions Demonstrated experience with complex, specialized, scarce, confidential, or multi-business-unit recruiting needs Experience evaluating external recruiting partners and managing supplier performance, search quality, process adherence, and recruiting economics Experience creating talent maps, market assessments, sourcing strategies, pipelines, or competitive talent research Experience using recruiting or talent-market data to explain risks, tr…

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