北京招聘

The primary purpose of the People Advisor role is to coach line managers to create and maintain engaged, high performing teams and support them through the critical 'moments that matter'.

The role holder will work closely with HR Business Partner/s both within and across segments where appropriate, HR Services and CoEs to ensure the co-ordinated delivery of high quality HR support to the business / function.

The role holder will manage relationships with key leaders for a business or function, monitoring internal 'weak signals' to pre-empt potential ER/IR risks and coach managers to inspire and drive development of their teams, through appropriate interventions.

The role holder will operate as an advisor and coach to line managers enabling them to lead in a way that is consistent with BP's V&Bs and Leadership Expectations.

The role holder is responsible for:
* the management of challenging people cases driving robust and fair process
* delivery of HR calendar activities such as performance and pay review and the bi-annual talent review process
* analysis of business metrics and data to provide insights
* support of HR Business Partners in delivery of segment/business/function people plans and projects

The role holder will also be the escalation point for HR Services for all exceptions to policy, responsible for facilitating a decision on all cases.

The role holder is not a standing member of a Leadership Team which has its own people plan and agenda. However, they will be partnering a business with significant scope, size, risk and complexity, coaching senior level leadership teams.


STRATEGY & PLANNING
* Execute projects and activities within the client group people plan to support delivery of business strategy
* Provide coaching and advice to line management which is aligned with the broader people plan and priorities
* Support organisation change in partnership with HRBP

PEOPLE FUNDAMENTALS
A. Deliver reliable, compliant and secure HR operations to the business
* Advise managers in making changes to their organisation or sensitive people decisions/activities, e.g. creation of a new position in organisation / managing a suspension, redeployment, dismissal, underperformance

B. Ensure health, safety & duty of care for our people
* Stay up to date with the external legal context and monitor internal 'weak signals' to resolve or pre-empt ER/IR issues
* Manage individual severance / consultation processes and support HRBP in preparing large scale transformation programmes
* Support and coach managers in managing high performing, engaged teams
* Take individual pre-emptive action where ER risk arises in business
* Support managers in managing informal and formal ER cases. Drive robust and fair process.
* Support HR crisis and continuity management activity as required locally

C. Deliver HR advisory support to facilitate resolution of everyday people queries

RIGHT PEOPLE, RIGHT PLACE, RIGHT TIME

D. Attract, select and retain the right people from the internal and external market, leveraging our employer brand in a compelling way
* Consult with line on requirements for new jobs/controlled org changes before formal requests submitted
* Take part in assessment of candidates where appropriate (by exception only)
* Advise Line Managers about international assignments, ensuring proposals meet business priorities
* Coach home managers to support employees who are ending an international assignment and repatriating / changing roles
* Support local induction of new joiners to BP

E. Support implementation of long term integrated talent management plans to ensure the right people are where they are needed.
* Support LMs in assessing talent and identifying critical roles
* Facilitate talent calibration, succession planning and action planning
* Make sure individual actions arising from talent review are completed and monitored and that talent development is happening year round
* Support and coach LMs in having effective talent and career conversations with their teams

ENVIRONMENTS WHERE PEOPLE & PERFORMANCE THRIVE
A. Enable all our people to build the capabilities our business values now and into the future
* Support HRBP in identifying learning priorities from Talent Review / talent forums
* Ensure client groups are taking advantage of learning and development resources available across the BP University and work closely with the COE specialists
* Deliver appropriate local LM development interventions, including coaching and formal programme delivery

B. Enable a compliant and high-performance culture through aligned Performance Management, Reward and Recognition frameworks
* Advise Line Managers on how to recognise, reward and motivate teams in alignment with business / people plan
* Advise Line Managers on how to hold quality reward conversations and on and off-cycle compensation changes
* Lead on completion of role evaluations for controlled organisation plans
* Manage Reward/Recognition specific projects as appropriate with Reward COE


C. Driving engagement with our people from their very first interaction with BP.
* Ensure an inclusive and diverse workplace which reflects the communities in which we operate
* Coach Line Managers to maintain and promote an environment of respect and dignity
* Support and coach Line Managers to be role models for diversity and inclusion, through the V&Bs and LEs
* Know the people in the business area, and ensuring deep awareness of the 'pulse' of the organisation


* Degree qualified or equivalent experience/education.

Actively working to develop capability in line with the HR capability framework, with an equal blend of EQ, IQ and drive.

Technical Capability
* Actively developing breadth and depth across the HR technical areas (per Technical Edge) and able to provide professional advice in most of the areas
* Numeracy & analytical thinking - able to quickly and effectively analyse system generated data to provide insights (talent, reward, performance) and assimilate data and information from a range of sources to inform business insights.
* Risk Management - able to manage ambiguous ER/IR cases responsibly, identifying, pre-empting and mitigating risk. Knows when to seek coaching and advice from senior colleagues/legal.

Business Capability
* Solution focus - identifies and recommends solutions which will add value to BP and/or enhance relationships and ways of working.
* Stakeholder management - Ability to engage with and influence key business and HR stakeholders. Uses partnering, basic consultancy skills and a 'coach approach' to build trust. Is continually enhancing skills in active listening, influencing and communication.
* Business acumen & customer focus- keeps up to date with internal and external context, understands the relationship between their activity and the BP business strategy and drivers, and considers the commercial implications of HR decisions and actions. Always remembers that HR is an enabler of the business and ensures HR solutions lead to enhanced business effectiveness and results. Puts the customer/business at the heart of all recommendations and decisions.

BP是世界领先的石油和天然气企业之一，总部位于伦敦，在全球超过70个国家从事生产和经营活动，主要业务领域包括：油气探勘与生产；油品炼制与销售；石化产品生产与销售；和润滑油业务。BP在全球拥有约74,500名员工，公司的股票在伦敦和纽约证交所挂牌交易。

BP自上个世纪七十年代初开始在中国开展业务，是国内油气行业领先的外商投资企业之一。BP在华的主要商业活动包括：油气勘探与开发、石化产品生产与销售、航空燃油供应、成品油零售、润滑油业务、油气供应与贸易、液化天然气接收站和输气干线以及化工技术许可。

BP还与中方伙伴携手走出国门，步入了更广阔的合作领域。我们与中石油在伊拉克、澳大利亚和阿布扎比，与中石化在安哥拉和新加坡，与中海油在澳大利亚、印度尼西亚和阿根廷，以及与中航油在新加坡均开展了卓有成效的合作。

BP每年定期发布《BP世界能源统计年鉴》和《BP世界能源展望》，这两份报告被各界视为全球最可靠的能源数据来源之一，并被广泛征引。

BP还致力于为中国的社会发展做出贡献，多年来一直与中国合作伙伴一起参与和应对中国可持续发展所面临的社会问题，并与研究机构携手合作，积极参与能源领域，尤其是清洁能源方面的联合科技研发。截至目前，BP在中国的社会公益领域累计投入超过5000万美元。BP在践行企业社会责任方面的实践活动得到社会各界的认可，并屡获殊荣。

BP将一如既往地致力于通过互信合作、积极贡献，支持中国的战略发展，为中国的能源解决方案作出贡献。