HEAD OF HR

2. PURPOSE OF THE ROLE

• Align the HR strategy and workforce plan with business growth and operational requirements.

• Build leadership capability, retain critical talent and strengthen succession coverage.

• Promote fair employment practices, effective employee relations and a culture of accountability.

• Maintain workforce readiness and support health, safety, security and environmental priorities.

• Improve HR service delivery, employee experience and management visibility of people costs and risks.

3. DTIES AND RESPONSIBILITIES

A. HR Strategy and Workforce Planning

• Develop and execute the HR strategy, annual operating plan and departmental budget.

• Translate business and site requirements into workforce plans, staffing structures and succession priorities.

• Advise executive leadership on organisational design, restructuring, change management and people risks.

B. Talent Acquisition and Development

• Lead recruitment and onboarding for technical, operational, commercial and leadership positions.

• Develop succession plans and retention programmes for critical and hard-to-fill roles.

• Coordinate competency assessments and training with operational and HSSE leaders, including role-specific certifications and refresher training.

C. Employee and Industrial Relations

• Oversee grievances, disciplinary processes, investigations and employee exits with fairness, confidentiality and appropriate documentation.

• Lead union engagement and collective bargaining where applicable, and support constructive employee consultation.

• Coach managers on people decisions and implement measures to prevent harassment, discrimination and retaliation.

D. Performance Management and Organisational Culture

• Lead objective setting, performance reviews and improvement plans linked to business and operational outcomes.

• Develop leadership capability and strengthen managerial accountability for team performance.

• Use employee feedback to improve engagement, retention and organisational culture.

E. Reward Payroll and People Cost Management

• Oversee compensation structures, benefits, salary reviews and equitable reward practices.

• Provide HR oversight of payroll controls, employee data, statutory deduction coordination and timely resolution of payroll issues.

• Monitor headcount, overtime, allowances, contractor costs and HR budget performance in partnership with Finance and Operations.

F. HR Governance and Operational Workforce Support

• Maintain HR policies, employment contracts, records and processes aligned with applicable employment requirements.

• Partner with HSSE and Operations on site induction, workforce competence, fitness-for-duty processes, fatigue management and incident-related employee support.

• Oversee HR arrangements for shifts, rosters, remote sites and contractor personnel, including onboarding and mobilisation requirements where applicable.

• Manage HRIS data quality, access controls, confidentiality and workforce reporting; lead and develop the HR team.

• Present regular dashboards on turnover, vacancies, succession, absenteeism, employee relations and workforce costs, with recommended actions.

4. QUALIFICATIONS

• Bachelor’s degree in Human Resource Management, Business Administration or a related field.

• Relevant professional HR qualification and membership or registration appropriate to the country of employment.

• Minimum 10 years of progressive HR experience, including at least 5 years leading an HR function or senior HR team.

• Demonstrated experience supporting oil and gas operations or a comparable high-risk, asset-intensive industrial environment with technical and operational workforces.

• A master’s degree in Human Resource Management, Business Administration or a related discipline is an added advantage.

5. CORE COMPETENCIES

• Strategic thinking and commercial judgement: align people decisions with business priorities, operating risks and financial performance.

• Leadership and team development: set clear direction, delegate effectively and build a capable, accountable HR team.

• Stakeholder influence and collaboration: build productive relationships with executive leaders, operational managers, employees and employee representatives.

• Ethical judgement and confidentiality: make fair, consistent decisions and protect sensitive employee and business information.

• Safety awareness and risk management: reinforce safe behaviours and recognise workforce risks in oil and gas operations.

• Communication and negotiation: explain complex people matters clearly and resolve disagreements constructively.

• Analytical thinking and problem solving: assess workforce data, identify root causes and recommend practical solutions.

• Change leadership and adaptability: guide teams through restructuring, growth and changing operational requirements.

• Accountability and execution: prioritise competing demands, deliver commitments and monitor the impact of HR initiatives.