Job Openings 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).

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Job Purpose:

• Responsible for managing and fostering positive labor relations, ensuring compliance with labor laws, and resolving disputes between employees and management.
• Implementing strategic HR initiatives to enhance organizational productivity and employee satisfaction. senior management, HR, legal, and operations teams, as well as external stakeholders such as labour unions, government agencies, and industry associations, to foster constructive relationships and achieve common objectives

RESPONSIBILITIES

• Labour Relations Management: Develop and implement strategies for effective labour relations management while serving as the primary point of contact between the Group and labour unions.
• Labour Law Compliance: Ensure adherence to Nigerian labour laws, regulations, and industry standards pertaining to employee relations, employment contracts, and workplace safety, including NSITF, ITF, etc.
• Negotiation and Mediation: Serve as a primary point of contact for resolving conflicts between management and employees, conducting negotiations, and facilitate mediation sessions to achieve mutually beneficial outcomes.
• Collective Bargaining: Lead negotiations with labour unions or employee representatives to develop collective bargaining agreements, addressing wages, benefits, working conditions, and other employment terms.
• Policy Development and Compliance Monitoring: Develop, review, and implement HR policies, procedures, and guidelines in alignment with organizational objectives and legal requirements, fostering fairness and equity in the workplace.
• Employee Advocacy: Advocate for employee rights and interests, presenting their concerns to management. Put in place initiatives to facilitate and promote open communication channels to address grievances effectively.
• Dispute Resolution: Investigate employee complaints, grievances, or disciplinary issues, conducting fair and impartial investigations and recommending appropriate resolutions or disciplinary actions in line with company policies.
• Training and Development: Develop training programs on labour relations and deliver workshops to enhance understanding and compliance with labour laws and regulations.

ACCOUNTABILITIES

• Labor Relations Strategy: Develop and execute a comprehensive industrial relations strategy aligned with the company's goals and objectives. Build positive relationships with Pengassan, TUC and Ministry of Labour.
• Conflict Resolution: Proactively address and resolve labour disputes, grievances, or conflicts in a timely and efficient manner, minimizing disruptions to operations and preserving positive employee relations.
• Compliance Assurance: Ensure compliance with all relevant labour laws, regulations, and contractual agreements, CBAs and company policies. Maintain accurate records and documentation to support legal compliance and mitigate risks of litigation. Policy review and advisory in line with emerging trends and best practices.
• Stakeholder Engagement: Collaborate closely with internal stakeholders, including
• Risk Management: Identify potential risks and liabilities related to industrial relations matters, assess their impact on the organization, and develop proactive strategies to mitigate risks and ensure legal compliance.

KEY PERFORMANCE INDICATORS (KPI’S)

• Grievance Resolution Time: Measure the average time taken to resolve employee grievances or disputes, aiming for prompt resolution within established timelines.
• Union Negotiation Success Rate: Evaluate the effectiveness of collective bargaining negotiations by assessing the outcomes achieved in terms of agreement terms, cost savings, and overall employee satisfaction. Cost optimization. Number o days lost to IR issues.
• Labor Law Compliance Score: Monitor compliance with labour laws and regulations through regular audits and assessments, maintaining a high compliance score and
• addressing any areas of non-compliance promptly. Number of policies revised and improvement recommendations annually
• Employee Satisfaction Surveys: Conduct regular surveys to gauge employee satisfaction levels with industrial relations practices, policies, and procedures,
• Litigation Risk Reduction: Number of risks identified and mitigation implementation with positive outcomes for the business. Number of penalties from government agencies.
• Number of litigation/cases arising from grievance and industrial disputes.
• Negotiation: Conduct industry CBA survey annually and recommend appropriate changes in key clauses in line with business objectives.
• Stakeholders: Engagement with relevant stakeholders to build positive relationships and obtain intel. Submit reports.

KEY INTERFACE

• Management Team
• Heads of Departments
• PENGASSAN – HQ and Zonal
• Federal Ministry of Labour and Employment
• Professional Bodies and Association

SKILLS AND EXPERIENCE

• In-depth knowledge of labour laws, collective bargaining agreements, and dispute resolution strategies.
• Proven track record of effectively managing industrial and employee relations in the oil and gas industry
• Well-developed communication and interpersonal skills
• Negotiation and Conflict resolution skills
• Good attention to detail and ability to work to deadlines.
• Broad knowledge of operation in the oil and gas industry operations.
• Ability to manage a diverse group of staff at different levels.
• Data analytics competences
• Excellent networking skills
• Must be creative, imaginative and of high integrity.
• Excellent presentation and organizational skills
• Team-orientation and able to work with all levels within the organization and external network.
• Previous experience a HRBP or HR generalist role is a plus.
• Proficiency in Microsoft Office Suite and HR management software.

QUALIFICATION REQUIREMENTS

Qualifications include:

• Bachelor’s degree in human resources, Industrial Relations, Business Administration, or a related field. A master’s degree or professional certification (e.g., ACIPM, SHRM-CP, PHRi) is preferred.
• Minimum of 10years of combined experience in industrial relations or human resources management, preferably in the oil and gas industry.

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Purpose:

• Primarily ensures the efficient and smooth running of the financial accounting system
• Supports the Finance Manager in ensuring that the company maximizes the return on investment on the ERP system
• Supports the Finance Manager in their dealings with auditors both internal and external, interested parties and third-party stakeholders
• Supports top management in decision making by generating monthly management reports.
• Ensures smooth interface between accounts and other departments in the organization

Key Roles & Responsibilities:

• To ensure the smooth implementation and functionality of the ERP system (both Sun and SSPR)
• Maintenance of accounting records and preparation of Financial Statements
• Overseeing implications of changes in financial rules/policies and legislation
• Generate monthly financial reports for both internal and external use.
• Ensure the key financial controls within the company are operating effectively.
• Responsible for ensuring the integrity of the data held within the accounting system.
• Take lead in recommending improvements to financial accounting/ transaction processes in the organization.
• Ensure that key financial processes are properly updated and reviewed regularly with a view to achieving improvements and efficiency
• Responsible for managing and controlling the chart of accounts
• To function as an alternate Sun Administrator.

Accountabilities:

• Monthly Financial reports
• Quarterly/Yearly Stock-take
• Monthly reconciliations of all schedules to the Financial Statements.
• Monthly taxes renditions
• Interim/ Final Audit of Financial statement.

Key Interfaces:

• Budget and Planning Department
• Audit Department
• Operation Base
• Technical Department
• KPIs: • Avoidance of tax violation in all payments.
• 100% compliance with approved financial planning policies and processes.
• PAYE Tax Audit Close out
• PPT Estimate and Actual returns rendition.
• Monthly WHT & VAT reporting
• Ledger-Actual reconciliation of all ledger and sub-ledger accounts
• Ensure that all payment vouchers are properly coded and posted.
• Achieve accuracy of all supporting schedules to the financial statements.
• Ensure that all balance sheet items are reconciled up to date (current assets & current liabilities).

Job Attributes:

• Trustworthy
• High Analytical thinking
• Meticulous attention to details
• Excellent communication & financial reporting skills
• Innovative and problem solving
• Ability to work under pressure

Key Skills, Experience and Qualifications

• A strong financial accounting background – 8 or more years’ experience in similar role
• Possesses up-to-date technical/financial reporting knowledge
• Experience in managing diverse teams
• Good written and oral communication skills
• Ability to use Microsoft Office suite
• Knowledge of ERP System
• Experience in Nigerian Tax compliance
• Bachelor’s degree in finance related discipline ACA, ACCA, or CIMA certification required.

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Job Purpose:

• The position plays a key role in driving talent strategy - enhancing employee engagement and fostering leadership development within business. The role is accountable for identifying, attracting, and retaining top talent, thus, ensuring the organization is equipped with the necessary skills and capabilities to meet its operational and strategic goals.
• The role partners with leaders to develop and execute effective talent management programs, including workforce planning, performance management, learning and development, succession planning, and employee engagement initiatives.

RESPONSIBILITIES

Talent Acquisition & Workforce Planning

• Collaborate with senior leadership to identify current and future talent needs based on business goals and strategic initiatives.
• Manage the recruitment process by working closely with HRBPs and hiring managers to ensure the right candidates are identified, and selected

Performance Management

• Develop a Performance Management strategy and philosophy for the Group
• Develop and implement performance management frameworks that align with the company's business objectives.
• Monitor performance metrics and provide recommendations for continuous improvement of the PM process

Learning & Development

• Identify training needs by working with leaders to ensure employees have the necessary skills and knowledge to perform their roles effectively.
• Design, coordinate, and implement training programs, particularly those focusing on technical, safety, and regulatory compliance training in the oil and gas sector.
• Develop talent pipeline programs including Graduate Trainee Program
• Track the effectiveness of training and report ROI on training programs and suggest improvements as necessary.

Leadership Development & Succession Planning

• Work with senior management to design and implement leadership development programs that prepare high-potential employees for leadership roles that deepens the talent bench.
• Establish and maintain a succession planning framework that ensures talent availability for critical roles
• Identify high-potential talent within the organization and develop strategies for their retention and growth.

Employee Engagement & Retention

• Develop and implement strategies to enhance employee engagement ensuring high retention rates, particularly for key personnel in the organization
• Foster a culture of continuous improvement, safety, and innovation, aligning with the company’s values and objectives.
• Conduct regular employee surveys and feedback sessions to monitor engagement levels and implement corrective actions as necessary.

HR Analytics & Reporting

• Utilize HR metrics and analytics tools to track and report on talent management initiatives and outcomes.
• Provide recommendations based on data to improve workforce planning, development, and overall organizational performance.

ACCOUNTABILITIES

• Development and management of succession plan
• Accountable for annual manpower plan
• Development and implementation of training and leadership programs
• Attraction and selection of the right candidates
• Fit-for-purpose development plan
• Accountable for the talent pipeline programs

KEY PERFORMANCE INDICATORS (KPIs):

Talent Acquisition & Pipeline Development:

• Time-to-Fill Key Roles – Hiring turnaround time
• Quality of Hire – Percentage of new hires who perform well post-hire.

Succession Planning & Leadership Development:

• Succession Plan Coverage – Percentage of critical/key roles with identified successors.
• Availability of succession plan
• ROI on Leadership Development Programs
• Internal Promotion Rate – Percentage of roles filled by internal candidates.

Learning & Development:

• Training Completion Rate – Percentage of employees completing talent development initiatives or training programs.
• Feedback on service providers – post-training feedback from participants
• ROI on Training programs -Skill Gap Reduction – Percentage reduction in identified skill gaps through training and development.
• Percentage of Employees Meeting Development Goals – Percentage of employees achieving agreed-upon development goals.

Employee Engagement & Retention:

• High-Potential Retention Rate – Retention of identified high-potential employees.

Performance Management:

• Completion Rate of Performance Reviews – Percentage of employees who complete performance reviews on time.
• Performance Calibration Participation – Engagement in the process of calibrating and assessing overall performance ratings across teams.

Talent Mobility & Internal Mobility:

• Internal Job Movement Rate – Percentage of employees moving to new roles within the organization.
• Mobility Success Rate – Success rate of employees that transitioned into new roles, as measured by performance in new roles after 12 months.

Collaboration & Stakeholder Engagement:

• Stakeholder Satisfaction – Feedback from hiring managers and business leaders on talent management support.

SKILLS AND EXPERIENCE

• Minimum 8 years of experience in talent management, human resources, or a related field, preferably within the oil and gas or similar high-risk industries.
• Professional HR certifications (e.g., ACIPM, SHRM-CP, PHRi, or similar) are desirable.
• In-depth knowledge of talent management principles, performance management systems, and leadership development programs.
• Experience working with senior leadership teams in a large, complex organization.
• Strong understanding of the oil and gas industry’s workforce requirements,
• Proficiency in HR software and systems (HRIS, applicants tracking systems, learning management systems).
• Strong analytics skills, with the ability to utilize HR metrics to guide decision-making.
• Strong interpersonal and communication skills and strong organizational skills, and the ability to manage multiple projects simultaneously.
• Ability to adapt to changing business environments and work in a fast-paced, dynamic industry.
• Strategic thinker with a results-driven approach to talent management.
• Proactive and solution-oriented, with a passion for fostering growth and development in others.
• Ability to build relationships with diverse teams and stakeholders to influence and drive talent initiatives.

QUALIFICATION REQUIREMENTS

Qualifications include:

• Bachelor’s degree in human resources, Business Administration, Industrial Psychology, or related field. A Master's degree is a plus.

KEY INTERFACES

• Leaders and line Managers
• Employees
• HRBPs
• Team leads
• L&D Service Providers