Talent Management Advisor

• 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

• 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

• 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.

• 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.

• 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.

• 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.

• 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

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

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

• Training Completion Rate – Percentage of employees completing talent development initiatives or training programs.
• Feedback on service providers – post-training feedback from participants o 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.

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

• 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.

• 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.

• 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.

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

Phillips Consulting