Human resources

At BP, we’re focused on the future. We know it will take commitment, collaboration and creativity to meet the challenges ahead, both for our business and the wider energy industry. And we are determined to ensure affordable and sustainable energy in a way that keeps our environment safe. Our HR organisation is just one part of a global drive for modernisation that will streamline our business and deliver efficiencies across the board.  Making the most of our people needs managing just as thoughtfully as we manage other energy sources

Global HR Services

Self-service is the new normal for routine HR processes. By streamlining and automating much of our day-to-day HR administration, we’ve empowered BP employees to take control. This means that our HR people can focus on what they do best – customer services that cover complex queries and transactions that require thought, intelligence and creativity. 

HR Services is an internal global shared services organisation at the heart of this change. The team is made up of policy and process experts, working from a number of centralised delivery centres. They enhance the customer experience by providing the business  area they’re supporting with dedicated expertise. HR Services also implements new technology and processes to improve overall efficiency.

Business-Facing HR

We’re evolving every part of our organisation to transform the way people connect, work and make time to think. Business-Facing HR plays a critical role in supporting the business to ensure the right people are in the right roles, at the right time, who are aligned, energized and contributing to their full potential for the success of BP. Here, you can become a valued strategic partner and help define and deliver the people elements of the business plan. You’ll provide insight, challenge and expertise to drive decision making and act as a catalyst for change.

Talent Acquisition

We’re standardizing our approach and introducing new systems and tools to increase our ability to attract the best talent and provide a great candidate experience. Access to discipline-specific expertise is improving the quality of our candidate attraction activities, while operational support means that the team can be more efficient than ever – by focusing on what they do best. For Talent Acquisition professionals, this is where you can adopt a truly global outlook and translate talent needs into effective resourcing strategies.

 

Career stories

Katharine Naylor

As a member of the Group HR Capability team, Katharine is responsible for developing and implementing the strategy for HR Capability globally, and leads on all HR Talent Management and Development activity. This includes how we hire, know, deploy and develop our talent

Katharine joined BP as an HR Challenge Graduate in 1999, a year after graduating from Edinburgh University with a degree in Italian and History of Art. 

Katharine learned HR on the job in BP and via a series of internal training programmes, and night study at Rice University, Houston. Katharine’s career has mainly been in business facing HR, but she has developed spikes in Talent Management and Development, Organisation Design and Development, and Employee Communications and Engagement. She has also had extensive experience in project management.

Katharine’s career started in Aberdeen, UK and took her to Grangemouth, UK then on to Houston, USA for 5 years. She then spent a further 5 years in Aberdeen back in the North Sea business before returning to Houston as VPHR for Upstream Finance, IT&S, Technology and Learning in 2011. Katharine repatriated to the UK and managed Upstream HR4HR activity from 2014 -2016. She moved out of BFHR to focus on the HR Capability vision and plan in January 2016. Katharine has been lucky to enjoy cross-Segment experience (Upstream, Downstream and C&F) as well as a step out of HR as an Executive Assistant for 2 years. 

Katharine is part of a dual career family - her husband is also a Senior Level Leader at BP-  and they have 2 school aged girls. Katharine has worked a mixture of full time and part time during her career in order to balance work and family life.

In her own words: Defining moments...

International and cross-segment experience

This was invaluable to gain a deeper knowledge of BP and a different perspective. The global roles I have held have truly opened my eyes and helped me to grow as an HR leader.

Non-Human Resources step out role

Provided invaluable insight into corporate BP, how to run a business in BP, company politics and relationship management. This role was also where I put my OD and employee engagement skills into play for the first time.

Formal TL experience early in my career

I found myself team leader to 24 HR professionals only 6 years into my career. A huge learning curve and significant enhancement of my self-awareness.

 

Adele Haldenby

As the Head of HR Services, Adele is providing strategic direction and oversight to the implementation of the future Global HR Services including the organisation design, operating model and sourcing

Partnering with her colleague in Western Hemisphere and the Delivery Centre Managers, she is responsible for ensuring the future Delivery Centres are operational in 2019 as an integral part of HR Modernisation. She also leads the current HR Services operation in Eastern Hemisphere

 to achieve its KPI targets.

After graduating with a BA (Hons) in French with European and Social Studies, Adele spent 18 years in various HR Business Partner and specialist roles with emphasis on HR Transformation and Shared Service Strategy. She joined BP in 2006 as Country Relationship Manager, accountable for leading the relationship with the HR Outsourcing Partner. She then moved into broader HR Operations roles, expanding her portfolio to include global accountabilities. As the global lead of the HR Outsourcing Strategy and Contract, she led a cross-functional negotiation to drive an aggressive plan that delivered tangible benefits to BP; achieving annual savings of $11million, future commercial flexibility and legal provision to manage risk.

Adele is a chartered member of CIPD.  During her career she has mentored graduates and coached senior managers to excel professionally. Adele has always worked full time, balancing family life and a demanding career.

In her own words: Defining moments...

Business graduate development scheme

This was invaluable to acquire early commercial business exposure.

Leading the start up of an HR Shared Service within a cross functional shared service

I developed my commercial and relationship management skills as well as growing as an HR leader of large teams.

Global roles in BP

These have enabled me to deepen my understanding of business and develop diverse cultural relationships.

Julia Harvie-Liddel

As a member of the Group HRLT Julia is responsible for developing and overseeing the implementation of BP’s resourcing strategy, in service of the capabilities required to deliver the long term BP strategy. Quality and diversity of hire are key deliverables as well as providing a good candidate experience

Julia joined BP in 2011 as an experienced hire.  After graduating from Aberdeen and Strathclyde Universities (MA Accountancy and Economics,

MSc Marketing), Julia moved to London and spent 3 years working as a recruitment consultant at Michael Page.  She then joined Accenture and for the next 14 years gained experience in resourcing and HR generalist roles.  She had the opportunity to work across Europe, Africa, South America, India and Russia.  Accenture sponsored Julia through the CIPD qualification, and she has held Fellow status for over 15 years.

Julia joined BP as VP for Upstream Resourcing.  The remit was to centralise the resourcing function globally and align to the functional model that was rolled out across Upstream in 2011.  After 3 years in this role she moved into Group Resourcing – initially to standardise the approach to graduate hiring globally before soon after then assuming her current role as Group Head.

Both Julia and her husband are taking increasing responsibility to support ageing parents as well as balancing living apart (Julia is based in the UK and travels to France at weekends, where her husband lives.)  And, whilst having always worked full time, Julia constantly walks the tense line trying to strike a healthy balance between work and leisure.

In her own words: Defining moments...

Implementation and Deployment Lead for SAP HR and Taleo at Accenture

The timelines were aggressive (12 months for a 250,000 employee / 100 country organisation) and the amount of change management and IT know how required was staggering.  Having gone live without any glitches it was a huge learning in terms of what can be achieved when the end state is clearly articulated and everyone understands the value that can be created.  This was also a secondment role outside of HR and gave me access to a very different set of skills / people to work with.

A range of experiences that cover specialist and generalist roles

Whilst resourcing is my passion and where I have the majority of my experience, I feel the stints I’ve had in generalist roles have been invaluable in helping me understand the broader remit of the HR function. Undoubtedly my non – resourcing experiences have made me a better recruiter.

A range of experiences that cover specialist and generalist roles.  Whilst resourcing is my passion and where I have the majority of my experience, I feel the stints I’ve had in generalist roles have been invaluable in helping me understand the broader remit of the HR function.  Undoubtedly my non – resourcing experiences have made me a better recruiter.

Global reach in roles.  I have been lucky enough to work for 2 large multinational companies.  Even when my roles haven’t been global in remit, I’ve taken every opportunity to volunteer on any projects that have given me the chance to work with colleagues in other countries.  I am culturally curious and love learning about different customs and practices.

 

A range of experiences that cover specialist and generalist roles.  Whilst resourcing is my passion and where I have the majority of my experience, I feel the stints I’ve had in generalist roles have been invaluable in helping me understand the broader remit of the HR function.  Undoubtedly my non – resourcing experiences have made me a better recruiter.

Global reach in roles.  I have been lucky enough to work for 2 large multinational companies.  Even when my roles haven’t been global in remit, I’ve taken every opportunity to volunteer on any projects that have given me the chance to work with colleagues in other countries.  I am culturally curious and love learning about different customs and practices.

 

A range of experiences that cover specialist and generalist roles.  Whilst resourcing is my passion and where I have the majority of my experience, I feel the stints I’ve had in generalist roles have been invaluable in helping me understand the broader remit of the HR function.  Undoubtedly my non – resourcing experiences have made me a better recruiter.

Global reach in roles.  I have been lucky enough to work for 2 large multinational companies.  Even when my roles haven’t been global in remit, I’ve taken every opportunity to volunteer on any projects that have given me the chance to work with colleagues in other countries.  I am culturally curious and love learning about different customs and practices.

 

Global reach in roles

I have been lucky enough to work for 2 large multinational companies.  Even when my roles haven’t been global in remit, I’ve taken every opportunity to volunteer on any projects that have given me the chance to work with colleagues in other countries.  I am culturally curious and love learning about different customs and practices.