Human Resources Business Partner at Newcross Petroleum Limited

Job Purpose:

• The HRBP acts as a strategic partner to business leaders, providing tailored HR solutions to drive operational success, enhance employee performance, and foster a strong organizational culture. This focuses on aligning HR initiatives with business goals, managing workforce planning, supporting employee relations, advising on HR best practices, and supporting industrial relations to meet the unique challenges of the oil and gas sector.
• Deliver professional HR service and support line managers to ensure the companies achieve business objectives and targets.

RESPONSIBILITIES

Strategic HR Partnering

• Collaborate with senior leadership to ensure business objectives, operational needs, and challenges are clearly communicated to all employees.
• Develop and execute HR initiatives aligned with business goals to enhance workforce productivity, retention, and organizational effectiveness.
• Provide guidance to business leaders on all HR-related matters, offering insights into performance, talent management, workforce planning, benefits and retention programs

Industrial Relations Management

• Develop and maintain strong relationships with branch union leaders and employee representatives.
• Assist management in responding to industrial disputes, implement approved initiatives to resolve conflicts efficiently and minimize disruptions to operations.
• Monitor and report non-compliance with labor laws, collective bargaining agreements, and company policies.
• Support IR Lead on labor-related issues, including strikes, lockouts, and disputes over contracts or working conditions.

Talent Management & Workforce Planning

• Partner with field and operations leaders to assess manpower needs and develop workforce plans to ensure adequate staffing levels for operations.
• Work with recruitment teams to ensure the timely attraction and selection of skilled professionals
• Collaborate with Talent Management on implementation of leadership and development programs and outcomes

Employee Relations & Conflict Resolution

• Provide expert guidance on employee relations issues, including conflict resolution, discipline, and grievance procedures, ensuring alignment with industry regulations and company policies.
• Foster a positive work environment by promoting open communication, trust, and transparency across teams.

Performance Management & Development

• Support business leaders in driving a high-performance culture through the design and execution of performance management processes, including goal setting, evaluations, and feedback.
• Advise and coach managers on how to manage underperformance and build development plans to address skill gaps.

Compensation & Benefits Strategy

• Collaborate with the compensation and benefits teams to design and implement reward structures, including salary, bonuses, and allowances, especially for high-risk, remote, or offshore roles.

Health, Safety, & Compliance

• Partner with health and safety teams to promote a safe working environment and help embed safety practices into daily work life.

KEY PERFORMANCE INDICATORS (KPIS):

• Provide day-to-day PM guidance to line management (Coaching, counselling, disciplinary actions, etc)
• Ensure 100% compliance with established policies and procedures
• 100% of job positions in the field have JDs. Update JDs and maintain currency of existing JDs
• Time-to-Resolve HR Inquiries – Average time to respond to and resolve HR queries from employees or managers.
• Employee Relations Resolution Time – Average time taken to resolve employeerelated issues.
• Completion and accuracy rates of Performance Management processes – goal setting, mid-year and end-year assessment
• Achieve baseline positive feedback of 75% from customers (leaders and staff) on the effectiveness of HR in the business (Base/field operations)

SKILLS AND EXPERIENCE

• Professional HR certifications (e.g., ACIPM, SHRM-CP, PHRi, CIPD) are highly desirable.
• Minimum of 10 years of experience in human resources, with at least 5 years in a business partner or advisory role, ideally within the oil and gas or energy sector.
• Demonstrated experience in employee relations, workforce planning, performance management, leadership coaching, and industrial relations
• Strong understanding of the oil and gas industry, including its workforce challenges, regulatory requirements, and health, safety, and environmental standards.
• Ability to analyze HR data to provide insights and inform decision-making.
• Strong relationship-management and communication skills, with the ability to influence and collaborate effectively with leaders, employees at all levels and external stakeholders.
• Sound judgment, with the ability to handle sensitive HR issues while maintaining confidentiality and compliance.
• Willingness to travel to remote locations - rig sites, and project sites to provide onthe-ground HR support and manage multiple priorities
• High level of problem-solving skills, especially related to employee relations, performance issues, industrial disputes, and organizational design.
• Strong business acumen, with an ability to understand and align HR practices with business goals and the unique needs of the oil and gas industry.

QUALIFICATION REQUIREMENTS

Qualifications include:

• Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field (master’s degree is a plus).