HR Business Partner at Shell Petroleum Development Company (SPDC)

Job Title: HR Business Partner

Purpose
Typically as HR Consultant (Global):

• Enable the HR Business Partner to deliver the People Agenda for a Business or Function by leading and/or supporting short and longer term high priority projects / change initiatives that drive business value.
• Act as an integrator of HR capability across the operating model to be applied to defined high priority projects.

Accountabilities

• Collaborate with a range of HR VPs and/or HRBPs across Business and/or Function including JV and NOV environments.
• Design, develop and implement interventions, solutions or programmes in support of the strategic People Agenda for the business or function.
• Define and contract the blend of HR and other resources required to deliver the interventions.
• Manage and co-ordinate delivery of defined interventions – leading cross-functional, cross-country and virtual team members.
• Manage cost-effective and timely delivery of critical business change initiatives, including but not limited to:
  • Major organisational redesign and implementation including liaison with Country HR ER/IR and HR Operations specialists.
  • Business or function ramp-up or demobilisation events requiring co-ordination of Talent, Integrated Resourcing, International Mobility and Country HR generalists and specialists.
  • Initiatives resulting from insights from diagnostics, organizational health reviews that will drive higher levels of business performance.
  • Implementation of specific business or country D&I initiatives.

Dimension:

• Framing the approach for the implementation of local initiatives and leading local projects.
• Scale of change is asset based / regional.
• Is assigned work.
• Business Agenda and/or associated People Agenda presents a mix of low and some medium complexity to build and improve organisational capability and to translate business strategy to people strategy (e.g. not a stable environment, but one which has elements of significant growth and/or divestment content).
• Project / portfolio presents low/ medium complexity. For example, less regulated, some influencing and consulting bodies, some diversity in pay schemes including CLAs, medium reputation impact, presence of some businesses.
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Purpose
Typically as HR Consultant (Country):

• Define, design and lead implementation of country-specific projects and interventions to deliver the country People Agenda in support of the country business agenda.
• Define, design and lead time-specific projects and interventions that enable delivery of the global Business or Function People Agenda in country.
• Co-ordinate or execute projects and change initiatives, deployment of engage and perform and interventions to drive organisational capability.

Accountabilities

• Collaborate with Country HR colleagues and/or HRBPs across Business and/or Function including JV and NOV environments.
• Design, develop and implement specific interventions, solutions or programmes in support of the People Agenda for the country.
• Define and contract the blend of HR (or other functional) resources locally required to deliver the intervention and contract with resources to deliver business-critical requirements.
• Manage and co-ordinate delivery of defined interventions – leading cross-functional, cross-country and virtual team members where needed.
• Manage cost-effective and timely local delivery of critical business change initiatives such as:
  • Country-specific organisational redesign and implementation including liaison with Country HR ER/IR and HR Operations specialists.
  • Implementation of country-specific D&I initiatives.

Dimension:

• Same as for Typically as HR Consultant (Global).
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Purpose
Typically as HR Operations – HR Advisor:

• Advise line managers on complex HR matters (e.g. performance management)
• Provide end-to-end HR Advice to Line Managers and follow up support as necessary
• Liaises with HR experts to get input on complex cases in order to provide informed guidance
• Support line managers on tactical HR planning
• Provide coaching & feedback to line managers, as well as to more junior colleagues in HR Advice
• Actively provide insights from case handling that can contribute to the development of HR initiatives (global/local) aimed at improving people management and overall business performance.

Accountabilities

• Responsible for delivering HR advice to employees and line managers; supporting managers with more complex HR-related cases.
• Provide seamless end-to-end resolution of HR queries to line managers and employees. Queries may include, but not limited to: Exit/ Redundancy management; Policy guidance; Absence management; Leave, Retirement, Benefits advice
• Coordinates with Global and/or Local HR Consultants in case of (large scale) change initiatives, to ensure proper HR Advice support is provided to these initiatives (e.g. large reorgs, office moves).
• Partner with line managers on most complex HR matters, provide operational as well as tactical HR support. For example, support line managers with performance management to heighten productivity; coach and support managers on team effectiveness strategies/resources.
• Provide guidance and practical expertise to Line Managers on policy related issues to ensure the best performance of his/her team and the individuals within it.
• Recognize salutations in the business, through line manager request/interaction and case handling that call for intervention. Partner effectively with HR colleagues to analyse and intervene if needed.
• Responsible for delivering great employee experience through pro-actively addressing employee and line manager needs.
• Provide coaching and feedback to line managers, equipping the line managers to deal with HR related matters confidently, correctly and timely.
• Establish strong working relationship with colleagues in country and the COEs to ensure the team can effectively partner when the situation requires.
• Highlight and escalate issues with strategic, legal, employee relations or reputational risk to appropriate parties.

Dimensions:

• Role reports to Country Operations Manager for given country.
• This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Application Instructions

The application deadline is Not Specified. Therefore, qualified and interested candidates can “CLICK HERE TO SUBMIT APPLICATION” It is important to visit the official website (link found below) for detailed information on how to apply successfully for this vacancy.