HR Lead People Advisor

Job title:
HR Lead People Advisor
Role synopsis:
The primary purpose of the Lead People Advisor, Maintenance role based at BP?s Whiting Refinery is to coach line managers to create and maintain engaged, high performing teams and support them through the critical 'moments that matter?.
The role holder will work closely with HR Business Partner/s both within and across segments where appropriate, HR Services and CoEs to ensure the co-ordinated delivery of high quality HR support to the business / function.
The role will monitor internal ?weak signals? to pre-empt potential ER/IR risks and coach managers to inspire and drive development of their teams, through appropriate interventions.
The role holder will be partnering a business with significant scope, size, risk and complexity, coaching senior level leadership teams. He or she will manage people.
The role holder is responsible for:
+ the management of challenging people cases driving robust and fair process
+ delivery of HR calendar activities such as performance and pay review and the bi-annual talent review process
+ analysis of business metrics and data to provide insights
+ support of HR Business Partners in delivery of segment/business/function people plans and projects
The role holder will also be the escalation point for HR Services for all exceptions to policy, responsible for facilitating a decision on all cases.
The role holder is not a standing member of a Leadership Team which has its own people plan and agenda. However, they will be partnering a business with significant scope, size, risk and complexity, coaching senior level leadership teams.
Req ID:
United States - Indiana - Whiting
Is this a part time position?:
Relocation available:
Travel required:
Negligible travel
Key accountabilities:
? Execute projects and activities within the client group people plan in support of business strategy
? Provide coaching and advice to line management which is aligned with the broader people plan and priorities
? Support organisation change in partnership with HR Business Partner (HRBP)
Deliver reliable, compliant and secure HR operations to the business
? Advise Line managers (LMs) in making changes to their organisation or sensitive people decisions/activities, e.g. creation of a new position in organisation/managing a suspension, redeployment, dismissal, underperformance
? Stay up to date with the external legal context and monitor internal ?weak signals? to resolve or pre-empt ER/IR issues
? Manage individual severance/consultation processes and support HRBP in preparing large scale transformation programmes
? Support and coach LMs in managing high performing, engaged teams
? Take individual pre-emptive action where ER risk arises in business
? Support LMs in managing informal and formal ER cases. Drive robust and fair process.
? Support HR crisis and continuity management activity as required
Deliver HR advisory support to facilitate resolution of everyday people queries
Attract, select and retain the right people
? Consult with LMs on requirements for new jobs/controlled org changes before formal requests submitted
? Take part in assessment of candidates where appropriate (by exception only)
? Advise LMs about international assignments, ensuring proposals meet business priorities
? Coach home LMs to support employees who are ending an international assignment and repatriating/changing roles
? Support local induction of new joiners to BP
Support implementation of long term integrated talent management plans to ensure the right people are where they are needed
? Support LMs in assessing talent and identifying critical roles
? Facilitate talent calibration, succession planning and action planning
? Make sure individual actions arising from talent review are completed and monitored and that talent development is happening year round
? Support and coach LMs in having effective talent and career conversations with their teams
Enable all our people to build the capabilities our business values now and into the future
? Support HRBP in identifying learning priorities from Talent Review/talent forums
? Ensure client groups are taking advantage of learning and development resources available across the BP University and work closely with the COE specialists
? Deliver appropriate local LM development interventions, including coaching and formal programme delivery
Enable a compliant and high-performance culture through aligned Performance Management, Reward and Recognition frameworks
? Advise LMs on how to recognise, reward and motivate teams in alignment with business/people plan
? Advise LMs on how to hold quality reward conversations and on and off-cycle compensation changes
? Lead on completion of role evaluations for controlled organisation plans
? Manage Reward/Recognition specific projects as appropriate with Reward COE
Driving engagement with our people from their very first interaction with BP
? Ensure an inclusive and diverse workplace which reflects the communities in which we operate
? Coach LMs to maintain and promote an environment of respect and dignity
? Support and coach LMs to be role models for diversity and inclusion
? Know the people in the business area, ensuring deep awareness of the ?pulse? of the organisation
Essential Education:
Bachelor's degree.
Desirable criteria and qualifications:
+ Direct people management experience - leading people
+ Master?s degree in HR or related field
+ HR qualification/accreditation such as PHR, SPHR, etc.
+ Experience with Workday HR platform
+ Experience in shared services
+ Experience in operational environment, including 24/7 shift schedules
+ Experience supporting client groups across multiple locations and/or countries
+ Demonstrated ability to manage complex employee relations issues
+ Ability to effectively write investigation reports and internal HR-related communications
+ Continuous Improvement (CI)-oriented mindset
About BP:
We are a global energy business involved in every aspect of the energy system. We have 75,000 employees in 80 countries, working towards delivering light, heat and mobility to millions of people, every day. We are one of the very few companies equipped to solve some of the big complex challenges that matter for the future. We have a real contribution to make to the world's ambition of a low carbon future. Join us, and be part of what we can accomplish together.
The Downstream segment has global manufacturing and marketing operations. It is the product and service-led arm of BP, made up of three businesses (Fuels, Lubricants, and Petrochemicals).
We aim to run safe and reliable operations across all our businesses, supported by leading brands and technologies, to deliver high-quality products and services that meet our customers? needs.
Disciplined execution of our strategy is helping improve our underlying performance, capture opportunities for further growth, generate attractive returns and create a more resilient business that is better able to withstand a range of market conditions; and create opportunities for future growth.
The 4,400 employees of BP?s Fuels, North America business refine, store, move, deliver and market a wide range of distinctive and high-quality energy products that drive economic growth. Our U.S. refineries in Indiana, Ohio and Washington have a net daily processing capacity of 746,000 barrels. We manage more than 3,200 miles of pipeline and, through our interest in BP Midstream Partners LP, have an ownership stake in nearly 1,500 additional miles.
We also have a growing network of retail stations that provide fuels and convenience products to consumers at around 7,100 BP- and ARCO-branded sites, and close to 1,000 ampm convenience stores in California, Oregon, Washington, Arizona and Nevada.
Application close date:
HR General
Job category:
Human Resources
Countries (State/Region):
United States - Indiana
If you are selected for a position in the United States, your employment will be contingent upon submission to and successful completion of a post-offer/pre-placement drug test (and alcohol screening/medical examination if required by the role) as well as pre-placement verification of the information and qualifications provided during the selection process. The drug screen requires a hair test for which BP must be able to obtain a sufficient hair sample for analysis ( 4 cm/1 ?? scalp, or > 2 cm/?? body ? arms & armpits/legs/chest)
As part of our dedication to the diversity of our workforce, BP is committed to Equal Employment Opportunity. Applicants will receive consideration for employment without regard for race, color, gender, religion, national origin, disability, veteran status, military status, age, marital status, sexual orientation, gender identity, genetic information or any other protected group status. We are also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us or have one of your representatives contact us at BPUSApplicationAssis@bp.com or by telephone at 281.366.1999.
Read the Equal Employment Opportunity is the Law poster and the poster supplement - for more information about Equal Employment Opportunities. ( Spanish version )
BP is an equal employment opportunity and affirmative action employer. View our policy statement .
Essential experience and job requirements:
+ In depth HR leadership experience and ability to influence
+ Management of change experience; organizational effectiveness
+ Labor relations experience working in union environments
Technical Capability
+ Actively developing breadth and depth across the HR technical areas (per Technical Edge) and able to provide professional advice in most of the areas
+ Numeracy & analytical thinking ? able to quickly and effectively analyse system generated data to provide insights (talent, reward, performance) and assimilate data and information from a range of sources to inform business insights.
+ Risk Management ? able to manage ambiguous ER/IR cases responsibly, identifying, pre-empting and mitigating risk. Knows when to seek coaching and advice from senior colleagues/legal.
Business Capability
+ Solution focus ? identifies and recommends solutions which will add value to BP and/or enhance relationships and ways of working.
+ Stakeholder management ? Ability to engage with and influence key business and HR stakeholders. Uses partnering, basic consultancy skills and a ?coach approach? to build trust. Is continually enhancing skills in active listening, influencing and communication.
+ Business acumen & customer focus? keeps up to date with internal and external context, understands the relationship between their activity and the BP business strategy and drivers, and considers the commercial implications of HR decisions and actions. Always remembers that HR is an enabler of the business and ensures HR solutions lead to enhanced business effectiveness and results. Puts the customer/business at the heart of all recommendations and decisions.
Other Requirements (eg Travel, Location):
There are no additional requirements. Please respond with N/A below.
Eligibility Requirements:
If you are applying for a position in the United States, you must be at least 18 years of age, legally authorized to work in the United States; and not require sponsorship for employment visa status (e.g., TN, H1B status), now or in the future.

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