Job Role

The Head of HR leads the people strategy and human resources function of an oil and gas company. The role partners with executive leadership and operational managers to build a capable workforce, strengthen employee relations, manage people costs and support safe, reliable operations. It oversees HR delivery across corporate offices and operational sites, including technical, shift-based and contractor workforces, as applicable.

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. DUTIES 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. 

Qualification

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.