Talent Acquisition Policy and Process Specialist

  • BP

Job Description

Role synopsis In the last couple of years BP HR has been on a journey of change and modernisation to help drive the business agenda. In April we transition to become a global Talent Acquisition team working as a specialist strategic partner with deep discipline based hiring expertise to deliver talent and insights globally and at scale, in line with business strategy. The Global Process team is key to help drive our modernisation agenda for our three key global hiring processes: experienced hires, early careers and field based hiring. We strive to push our practice through modern ‘fit for purpose’ process designed to deliver great candidate and Line Manager experience and by leveraging innovative hiring technology and systems. The role of the Policy & Process Specialist is to lead planning and policy development activity across Talent Acquisition and to provide project expertise and resource. In addition they will provide metrics, measurement and reporting expertise and resource to ensure that the TA policy and process is enabling and improving time to hire, quality of hire, D&I and candidate experience. The role holder operates as a member of the TA Global Process team and is a key point of contact to other Talent Acquisition stakeholders such as HRIS, Group Assessment and Reward working with them to define the TA requirements and ensure that the solutions defined by the other CoE groups is fit for purpose. Key accountabilities STRATEGY & PLANNING Lead on TA policy development in partnership with the rest of the TA Global Process Team, the EA to Head of TA and the TA Leadership team Work with the appropriate stakeholders from across BP (assessment, reward, security) to ensure the approach to policy is in line with business requirements Identify external trends impacting TA, identify opportunities to enhance existing policies in the TA space. Act as Policy SME for the Global Process owners to ensure changes to process are compliant with policies Act as the point of contact for metrics, measurement and reporting to ensure that the data collected throughout the TA processes provide the insights to understand the impact on key deliverables such as D&I, candidate experience and quality of hire PEOPLE FUNDAMENTALSProvide analytics and insights to make robust people and business decisions Base people plan on analysis of data and deep understanding of the business and external trends Proactively share insights, risks and opportunities identified with TA Leadership RIGHT PEOPLE, RIGHT PLACE, RIGHT TIMEWork closely with the TA Leadership team to ensure priorities from the business are understood and incorporated into the policy strategy and approach Partner with Group Assessment to define assessment requirements with regards to policy Deliver reporting to understand the Candidate Experience, Recruiter Experience and Hiring Manager experience throughout all of the hiring processes and work with the Talent Acquisition Directors to identify and implement improvements based on the outcomes Collaborate with Talent Acquisition Delivery to investigate escalated issues Partner with the Segment strategy partners to raise segment issues identified via the delivery team ENVIRONMENTS WHERE PEOPLE & PERFORMANCE THRIVEDrive 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 Ensure that D&I is a foundation of the business people plan, and is integrated into all people management activity Know the people in the business area and ensure deep awareness of the ‘pulse’ of the organisation Essential Education Degree qualified or equivalent experience/education Essential experience and job requirements Technical Breadth and depth of experience in TA and/or HR policy Track record of effective strategic partnering experience, supporting businesses/functions of some scale, size and complexity Analytical thinking – comfortable using predictive analytics to identify outcomes and improve decision making; e.g. sourcing strategies, targeted attraction, & 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 interface with business transformation including people, processes and data driven actions Business AcumenDemonstrates ability to apply business acumen and clearly link value to business results 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, aware of best practice and actively learns from others Other Requirements (e.g. Travel, Location) There are no additional requirements. Please respond with N/A below. Desirable criteria & qualifications Leadership & EQ Role model of the 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 Talent Acquisition colleagues & with the wider organisation - leaders & employees Is self-aware and recognises and can manage impact on others Is actively aware of the morale of their team and works to positively influence this Is politically astute and able to work successfully across organisational boundaries Applies judgement and common sense at scale - demonstrates global understanding of the wider business in support of cross segment/border working and ability to apply sound judgement / wise counsel Acts with integrity Cultural fluency - ability to operate successfully across cultural boundaries with sensitivity OtherExperience of working in a highly matrixed global organisation Relocation available No Travel required Negligible travel Is this a part time position? No About BP We are a global energy business involved in every aspect of the energy system. We have 75,000 employees in 80 countries, working towards delivering light, heat and mobility to millions of people, every day. We are one of the very few companies equipped to solve some of the big complex challenges that matter for the future. We have a real contribution to make to the world's ambition of a low carbon future. Join us, and be part of what we can accomplish together. Segment Corporate & Functions Closing Date 18-Dec-2018

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