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People & Culture Senior Manager

People & Culture Senior Manager

  • Location Malaysia - Kuala Lumpur
  • Travel required Negligible travel should be expected with this role
  • Job category HR Group
  • Relocation available This role is not eligible for relocation
  • Job type Professionals
  • Job code RQ082215
  • Experience level Senior
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Job summary


People & Culture

Job Family Group:

HR Group

Job Description:

As a member of the Global GBS P&C Leadership Team you will make a significant contribution to shaping the overall GBS people strategy. The P&C Manager will partner with the Head of GBS Procurement Function to build talent for the function while driving employee attraction, engagement, retention and development, aligned to the wider GBS vision and BP’s business strategy.

As Country P&C Leader the role will be responsible for providing P&C oversight and governance on all P&C Activities in Malaysia for all businesses. A deep understanding of the local market, LFR requirements and experience of operating in a fast paced business environment would be advantageous, as well as an ability to deal with ambiguity in a large matrix organisation

Key Accountabilities:

Strategy & Planning

In partnership with the business leadership team, define the compelling people strategy to shape and deliver your business’ strategy and build a highly engaging and modern employee experience:

  • Assess external trends and standard methodology in support of providing positive disruption in the business
  • Define the objectives, operating model, services and plans required to support business growth/performance, employee alignment, performance and engagement, culture and leadership strength

Organisational effectiveness

  • Drive strategic workforce shaping and planning to create and sustain an effective organisation in support of business strategy, defining the in-year controlled organisation as well as the longer term demand plan
  • Manage large scale, complex change programmes to ensure successful implementation of business strategy
  • Drive and deliver improvements to organisational effectiveness, design and change management via organisation development consultancy and interventions
  • Identify enabling and disabling cultural patterns and work to unleash productive cultural practices

Strategic talent management and development

  • In partnership with CoEs, ensure a robust long term talent management strategy is in place to support delivery of business strategy and maximise the development and deployment of internal talent
  • Work in partnership with Talent Acquisition to ensure robust external talent pools in line with emerging business needs Lead strategic talent management activity for the business and ensure talent discussions and decision making is occurring as a regular part of the business calendar.
  •  Ensure all talent activities are in support of business priorities and objectives.

Partnering fundamentals

  • Ensure delivery of reliable, compliant and secure HR operations in support of the business
  • Provide expert business facing HR consultation and advice to senior leadership
  • Support in individual pre-emptive action where ER risk arises in senior leadership roles
  • Coach People Advisors in handling complex ER cases –context & oversight– and where appropriate manage sensitive or senior cases
  • Provide HR leadership in any crisis & continuity management activity in conjunction with local incident management team or business support team

Employee experience

  • Ensure measures are in place to support the health, safety & care for our people
  • Ensure an inclusive and diverse workplace which reflects the communities in which we operate
  • Coach leaders to maintain and promote an environment of respect, dignity and inclusion aligned to the V&Bs and LEs
  • Know the people in the business area and ensure deep awareness of the ‘pulse’ of the organisation. Use this knowledge, coupled with external context, to share valuable insights, risks and opportunities to shape the people plan and manage engagement and productivity.
  • Ensure plans are in place to positively impact employee morale and engagement and partner with the leadership team to ensure managers are capable of managing high performing, engaged teams
  • Partner with Reward CoE to deliver integrated reward / recognition solutions to the business which maximise attraction and engagement

Essential Education

  • Degree qualified or equivalent experience/education

Essential Experience and Job Requirements:

Technical Capability

  • Breadth and depth of experience and technical capability enabling sound judgment and decision making
  • Solid foundation of technical capability and experience in strategic talent management, employee relations, change management, and organisational development and effectiveness, including coaching, organisation design, facilitation, and team development
  • Track record of effective strategic partnering and executive level coaching
  • Analytical thinking – competent using predictive analytics to identify outcomes and improve decision making; e.g. ER strategies, targeted retention, succession planning & strategic workforce shaping
  • Digital fluency - not only comfortable and competent using technology to enable and enhance ways of working and thinking, also comfortable in the wider digital environment and the work with business transformation including people, processes and data driven actions.

Business Capability

  • Demonstrates ability to apply business sense and clearly link value to business results at the client group level, e.g. improved decision making, D&I
  • Customer focus – Puts the customer and business strategy at the heart of decision making. Ability to guide leaders through choices to best suit business requirements
  • Drives value-adding solutions - deeply integrated to drive business solutions, not operating as a parallel function. Proven track record of improving/adding value and taking things to the next level
  • Externally orientated – well connected, active in external professional communities, aware of best practice and actively shares with, and learns from others

Leadership & EQ Capability

  • Demonstrates capability in line with HR Capability Framework with an equal balance of EQ, IQ and Drive
  • Group mind-set - demonstrates an understanding of the value of, and ability to develop, high quality, trust-based relationships with HR colleagues & with the wider organisation - leaders & employees
  • Is self-aware and recognises and can manage impact on others
  • Notices morale of their team and works to positively influence this
  • Is developing political astuteness and is and able to work successfully across organisational boundaries
  • Applies judgement and common sense at scale - demonstrates strong understanding of client's business and Segment/HR Function priorities and is able to apply sound judgement / wise counsel
  • Acts with integrity; actively developing capability against the BP LEs & is a role model of BP V&Bs
  • Ability to develop and inspire others and engender followership
  • Cultural fluency - ability to operate successfully across cultural boundaries with sensitivity

Desirable Criteria:

  • Experience of GBS/shared service/BPO type organisation
  • Knowledge of BP HR policies and procedures
  • Experience of organisation change management
  • Experience of working in a matrixed organisation
  • HR qualification/accreditation

Why join us?

At bp, we support our people to learn and grow in a diverse and challenging environment. We believe that our team is strengthened by diversity. We are committed to fostering an inclusive environment in which everyone is respected and treated fairly. There are many aspects of our employees’ lives that are meaningful, so we offer benefits to enable your work to fit with your life! These benefits can include flexible working options, paid parental leave policy among others!

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Travel Requirement

Negligible travel should be expected with this role

Relocation Assistance:

This role is not eligible for relocation

Remote Type:

This position is a hybrid of office/remote working


Agility core practices, Agility core practices, Analytical Thinking, Business Strategies, Coaching, Communication, Creativity and Innovation, Culture and behaviour change, Curiosity, Customer centric thinking, Data Analysis, Data cleansing and transformation, Decision Making, Digital fluency, Employee and labour relations, Employee Engagement, Employee Experience, Facilitation, Global Perspective, Human Resources Consulting, Influencing, Job Design, Leadership, Leadership Assessment, Leading transformation {+ 15 more}

Legal Disclaimer:

We are an equal opportunity employer and value diversity at our company.  We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, socioeconomic status, neurodiversity/neurocognitive functioning, veteran status or disability status. Individuals with disabilities may request a reasonable accommodation related to bp’s recruiting process (e.g., accessing the job application, completing required assessments, participating in telephone screenings or interviews, etc.).  If you would like to request an accommodation related to the recruitment process, please contact us to request accommodations.

If you are selected for a position and depending upon your role, your employment may be contingent upon adherence to local policy.  This may include pre-placement drug screening, medical review of physical fitness for the role, and background checks.

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