About the role#
This internship offers hands-on experience within the Human Resources department at Phillips 66. You will join a team focused on talent management, people strategy, and operational support. Interns work in areas including Total Rewards, HR Business Partners, and Learning and Development. This is a full-time, paid position for the summer of 2027.
What you'll do#
- Work on strategic projects to improve talent management practices.
- Interact directly with office and field employees, leadership, and fellow interns.
- Participate in continuous coaching conversations with your manager.
- Engage in on-the-job training assignments.
- Present your project outcomes to senior business leaders at the end of the summer.
What you'll need#
- Legal authorization to work in the United States.
- Current enrollment in a Bachelor’s degree program in Human Resources, Labor Relations, Management, Data Science, or Industrial Engineering.
- Completion of at least 30 hours of college credit.
- Expected graduation date between Winter 2027 and Summer 2028.
- Availability for at least eleven continuous weeks during the summer.
Location & details#
- Locations: Houston, Texas and Bartlesville, Oklahoma.
- Work modality: On-site.
- Compensation: $1,798.00 to $2,689.00 bi-weekly, based on degree type and graduation date.
- Sponsorship: Not provided.
About Phillips 66
Phillips 66 is a public energy company based in Houston, Texas. It operates as an integrated downstream energy provider. The firm maintains infrastructure for fuel and energy production. It employs more than 10,000 people.
How to get in at Phillips 66
Applying to Phillips 66 early provides a distinct advantage, as recruiters often review candidates before the applicant pool becomes unmanageable. Intern Insider sends an instant alert the moment a role matching your target is published, helping you apply among the first. This timing ensures your resume is seen while the hiring team is still actively building their shortlist. You can also use Intern Insider to surface the specific recruiters behind these roles. Reaching out directly to ask about the position or to request a referral often improves your response rates compared to submitting a cold application into the queue.
