Supervisor, Strategic Sourcing

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, tradeoffs, and recommended actions to stakeholders
• Experience working across a matrixed organization and influencing stakeholders without direct authority

What Makes You Stand Out - Preferred 

• 10 or more years of progressive experience in a complex corporate, energy, industrial, technology, financial services, or similarly specialized talent market
• Experience supporting multiple business units, geographies, or talent segments
• Experience with agency contracts, Procurement and Legal workflows, fee structures, supplier scorecards, or vendor business reviews
• Experience with talent intelligence, labor-market, compensation, sourcing, CRM, ATS, recruiting-marketing, or workforce-planning tools
• Experience building a sourcing capability, operating model, playbook, or service standard from an inconsistent or decentralized starting point
• Experience connecting external talent intelligence with strategic workforce planning, internal mobility, succession, skills strategy, or talent development
• Experience as a people leader managing small teams

Compensation Range 

This position has a base salary range of $140,400 - $171,400.

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 11/13/2026.

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.