Responsible for defining and delivering the people plan that enables the business to achieve its goals, providing highly advanced HR advice for a broad spectrum of HR activities based on extensive experience in this field, contributing to strategic development and implementation to drive the successful delivery of key people initiatives and working closely with other HR teams to integrate HR advisory services across a range of locations.
Entity:
People, Culture & Communications
HR Group
About bp
At bp, our people are our most valuable asset. The People, Culture & Communications (PC&C) function fosters a diverse, inclusive culture where everybody can thrive. As part of an integrated energy company, PC&C is embarking on a major transformation to be more competitive, responsive, and customer-focused.
We re investing in key locations such as India, Hungary, Malaysia, and Brazil, offering an exciting but challenging opportunity to shape a fast-moving PC&C function, building teams and structures and driving continuous improvement.
We re looking for driven, ambitious enthusiasts who thrive in fast-paced environments and are passionate about people. If youre ready to build something transformative, this is the place for you.
Role Synopsis
Provide senior HR partnership to Senior Vice Presidents (SVPs) and other business leaders, to develop and deliver people strategies, priorities, plans, and projects, underpinning successful execution of strategic objectives on a global scale.
Leverage significant HR expertise to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I, and fostering an impactful culture.
Please note: The external job title for this role is Senior HR Manager, our internal job title is Senior People & Culture (P&C) Manager. This role will not have direct line/people manager responsibility, but will support partnering pools.
Role Purpose
Drive business performance through demonstrable return on investment on people initiatives and effective HR solutions.
Direct and guide a team of allocated P&C partners, senior partners, and Center of Expertise (CoE) resources, to implement the relevant activities and projects across a span of multiple geographies.
Collaborate across the P&C function and with other collaborators to drive strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, D&I and fostering a high-performing culture.
Ensure integrated and effective P&C delivery to the business.
Role Accountabilities
- Act as a member of the respective business leadership team(s)
- Partner with senior leaders to develop and deliver people strategies, priorities, plans, and projects for the business.
- Implement strategic people activities including organizational effectiveness & transformation, talent management, employee engagement, diversity & inclusion, and fostering a high-performing culture, by advising and guiding allocated P&C partners, senior partners, and CoE resources.
- Coach and engage allocated P&C partners, senior partners, and CoE resources, to enable professional growth and development.
- Coach senior leaders to enhance their leadership capability, organizational culture and talent outcomes.
- Support prioritization & allocation of partnering resources.
- Maintain the business knowledge and intimacy required to work effectively and ensure deliverables are contextualized to the needs of the business.
- Leverage data and insights to enable prioritization and future focused thinking.
- Proactively assess and mitigate people risks.
- Develop solutions to sophisticated problems and evolving/ambiguous situations.
- Comply, and ensure allocated team s compliance, with bp s safety leadership principles, office safety expectations and code of conduct, and demonstrate bp s Who We Are beliefs.
- Drive the migration of P&C activity to Business & Technology Centers (BTC s), focusing on efficiency through migration of activity and automation, while ensuring the provision of end-to-end P&C services to the relevant businesses meets their strategic needs.
- Where based in a country with 24/7 bp operating businesses, willingness and ability to support Crisis & Continuity Management (C&CM) and/or Incident Management Team (IMT) activities as needed.
Formal Education Requirements
Degree and/or professionally qualified. Postgraduate qualification in Human Resources or a connected field would be advantageous.
Skills
- Leading change
- Psychological safety
- Collaborator management
- Critical thinking
- Continuous improvement
- Performance and planning
- Organizational knowledge
- Commercial competence
- Agile core principles
- Workforce Planning
- Resilience
- Partnership
- Leadership
- Customer centric thinking
- Knowledge sharing
Crucial Experience and Job Requirements
Minimum of 15 years + experience across a range of people & culture fields within commercial and operational environments.
Behavioural:
- Communication: Excellent verbal and written communication skills, with ability to articulate HR concepts clearly and concisely.
- Influencing: Positively influences others to create acceptance for decisions, build consensus or resolve conflict. Uses negotiating techniques to achieve win-win situations. Proven track record to influence at senior levels.
- Adaptability & Resilience: Thrives in constant change and sophisticated, fast-paced, ambiguous environments. Bounces back from setbacks stronger and more resilient.
- Global team player: Works effectively with cross-cultural teams and in diverse cultural environments. Prioritizes the team and enables its success.
- Continuous improvement: Open to feedback, continuous learning and self-development.
- Performance bias: Dedicated, accountable, solution oriented and sets high standards.
Technical :
- Functional expertise: Significant experience and delivery track record across the full range of HR activities including business partnering, reward, performance management, talent management, learning & development, employee relations, organizational development, diversity & inclusion, etc.
- Senior business partnering: Significant experience as a senior HR business partner in sophisticated, geographically dispersed, and culturally diverse organizations.
- Organizational transformation: Experience in leading organizational change activities including divestments, acquisitions, restructurings and culture change.
- Project management: Experience in leading HR project implementation and execution.
- Talent management: Experience in developing strategic talent plans and interventions, ensuring the right capacity and capability for current and future business delivery.
- Performance culture: Significant experience of enabling a high-performing culture by demonstrating reward, recognition, and performance management frameworks.
- Employee engagement and relations: Significant experience in enhancing employee engagement, employee relations, and work environment through various interventions.
- Analytical thinking: Uses the power of people data to deliver insights and identify patterns, trends and correlations to support evidence-based decision making.
- Problem solving: Able to identify problems and develop practical, sustainable solutions using a variety of techniques.
- Partner management: Establishes and leads mutually beneficial and responsive relationships with senior partners rapport, trust and credibility.
- Commercial competence: Is aware and conscientious of how their role impacts both day to day and strategic commercial initiatives for the business. Validated ability to create and implement commercially focused people strategies and solutions.
- Coaching: Able to coach and guide senior business leaders on a range of HR related issues and enhance their leadership capability.
- Team management: Experience of leading global, high-performing, HR teams ensuring clear performance objectives, effective performance management, consistent delivery and healthy work environment.
- Team development: Experience of supporting professional growth of global HR team members, through continuous feedback, coaching and structured development planning.
Key Relationships - Internal
- SVPs and Senior business leaders
- All parts of People & Culture, including Partnering, People Relations, Reward, Ops & Advisory and Talent
- Other teams outside of P&C - specifically Ethics & Compliance, Legal, HSE&C, Finance, Communications & External Affairs
Why bp
Travel Requirement
Up to 10% travel should be expected with this role
Relocation Assistance:
This role is not eligible for relocation
Remote Type:
This position is not available for remote working
Skills:
Agility core practices, Agility core practices, Analytical Thinking, Coaching, Communication, Creativity and Innovation, Culture and behaviour change, Curiosity, Customer centric thinking, Data Analysis, Data cleansing and transformation, Decision Making, Digital fluency, Employee and labour relations, Employee Engagement, Employee Experience, Facilitation, Global Perspective, Influencing, Job Design, Leadership Assessment, Leading transformation, Long Term Planning, Managing change, Managing workforce concerns {+ 11 more}
