Job Purpose:

Lead on the design and delivery of succession planning strategies and procedures, across OQ8, including regular review and update of the programme in line with organizational, objectives, changes and needs through: (1) Define the requirements for High Potential Identification and Succession Planning. (2) Support the Talent Management team to audit training, bringing innovative solutions to redesign session and embed a blended learning approach to support OQ8 Succession Planning initiative and driving forward a culture of continuous professional development (CPD), (3) To evaluate all talent development and its effectiveness to continually assess content is fit for purpose and to continually evolve and improve our learning offer. (4) To implement key strategies to be able to fill key roles effectively inline with The People Strategy and Organisational vision, mission and goals.

Main tasks and responsibilities

• Draft or design competency frameworks, succession planning strategies and procedures.
• Identify competencies, skills, and institutional knowledge that are critical success factors
• Organizes and controls the end-to-end Talent Management standards for Learning and development, Competency Assurance, Succession Planning, and Leadership & Talent Board
• Design the development and execution of Succession Planning and training programs internally to enhance employee skills which meets the current and long term business requirements.
• Key member in identifying business critical roles for which potential successors are required.
• Facilitate training and development programs to prepare employees for future roles.
• Monitor and evaluate the effectiveness of succession planning initiatives and make recommendations for improvement.
• Maintain succession planning documentation and reporting to track progress and outcomes.
• Lead performance and potential assessment of candidates eligible for high potential detection campaign.
• Provide schedule feasibility of the ongoing and planned activities relevant to the High Potential detection and provide technical data required for lines decisions.
• Conduct meetings with lines in order to apply the defined process related to High Potential identification.
• Receive from Talent Management Team the results of Leadership Assessments for candidates in Talent Pool to be considered in succession planning.
• Collect, on a regular basis, from Talent Management Team, progress of the agreed development plans for high potentials.
• Support with the internal communications for learning initiatives across the organisation
• Provide guidance and support to management on succession planning best practices.
• Plan and execute the implementation of performance management processes for identifying key performance indicators and managing performance to ensure clarity of contributions expected of individuals and allow for linkages between performance and reward, aligned with delivery of corporate objectives;
• Build, drive and direct the organisational capability through resourcing, engaging and retaining quality talent committed to deliver and achieve business results.
• Assess the HR implications of OQ8’s business strategies and gain agreement on People (HR) plans to provide for the necessary human resource allocation and utilisation through external resourcing, internal movement or training and development.
• Ensure that OQ8 is aware of the current industry trends, best practices, and emerging technologies in succession planning.

Education requirements

Bachelor’s degree in human resource, Administration, or related field

Master or Post-graduate coursework. in a related discipline (preferred)

Background and experience

• 8+ years of experience in HR of which 5 years in succession planning
• Oil & Energy experience (greenfield petrochemical plant operations and infrastructure)
• Experience in developing a pool of talent to step into critical positions through targeted career development strategies
• Strong understanding of succession planning methodologies and talent assessment tools
• In depth experience in systems, policies, procedures related to oil & gas industry, preferably refinery.
• Ability to collate, run reports and provide data insights, either through the LMS/excel reporting that will give greater data insights to monitor and measure the learning and development across the organisation.
• Experience in coordinating key learning and development processes from start to finish and address issues as they arise to ensure a high level of customer service and satisfaction
• Experience with various HR functions, including:
• Talent Management
• Succession Planning
• Learning and Development
• Training programs
• Performance Management

Competencies and skills

• Detailed-oriented with excellent organizing and planning skills.
• Ability to establish and maintain effective working relations with people in a multi-cultural environment
• Ability to work on own initiative
• Good communication skills & interpersonal skills.
• Ability to be flexible, motivated, resourceful, and organized to work in a multi-functional role
• Builds expert knowledge in our organization and conveys knowledge to others

Technical:

• Computer literate with expertise in MS Office.
• Training
• Excellent verbal and written communication skills with strong graphic design ability.
• Thorough understanding of learning & development processes.
• Ability to moderate large groups.
• Extremely organized and detail-oriented.
• Proficient with Microsoft Office Suite or related software.