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 story: 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.