HR Business Partner - Core & Enabling Functions

About Heritage Energy Operational Services Limited (HEOSL)

HEOSL is a versatile organization with a portfolio of quality assets managed by a highly experienced team. We are focused on exploration and production in regions where we create value through low-cost, agile solutions and creating durable partnerships with host governments, co-venturers, local agencies and communities.

Role Purpose

We are seeking an experienced and commercially minded HRBP to support the delivery of the Company's people agenda and contribute to business performance through effective HR partnership, talent management, organizational effectiveness, employee relations, payroll administration, workforce planning, and reward support.

The HRBP will serve as a trusted advisor to business leaders, providing practical HR guidance and partnering with stakeholders across the employee lifecycle. The role will support the implementation of HR initiatives, programs, and policies while ensuring alignment with business objectives and approved HR frameworks.

Working closely with the General Manager, Human Resources, the successful candidate will be accountable for the effective execution of HR processes and people initiatives within assigned business areas while providing support across Compensation, Benefits, Payroll, and Workforce Cost Management activities.

This role is ideally suited to a dynamic HR professional with strong business partnering capability and experience within the Upstream Oil & Gas sector, particularly in supporting technical talent populations across drilling, wells, subsurface, production, projects, operations JV partner management.

Key Accountabilities

Strategic HR Business Partnering

• Partner with business leaders to understand operational objectives, workforce challenges, and talent requirements.
• Provide proactive HR support and practical solutions to business and people-related issues.
• Support the execution of HR strategies and initiatives that improve workforce effectiveness and organizational performance.
• Act as a trusted advisor to leaders on people matters, organizational effectiveness, and workforce planning.
• Facilitate workforce planning, organizational reviews, and manpower budgeting activities.
• Support succession planning and capability development initiatives within assigned functions.
• Participate in leadership discussions and provide HR input into business planning, budgeting, and strategic workforce decisions.
• Drive adoption of HR policies, procedures, and best practices.
• Build strong relationships across all levels of the organization to enhance employee experience and business outcomes.

Compensation, Benefits & Payroll

Serve as the focal HR resource supporting Compensation, Benefits, Payroll, and Workforce Cost Management activities while ensuring operational effectiveness, governance, and compliance.

Compensation & Benefits

• Support the implementation and continuous improvement of compensation and benefits programs, policies, and frameworks.
• Conduct salary benchmarking and market intelligence reviews to support competitive reward positioning, particularly within the oil and gas industry.
• Provide data, insights, and recommendations to support attraction, retention, promotion, mobility, and workforce planning decisions.
• Support annual compensation review processes, including salary adjustments, promotions, incentive awards, and bonus administration.
• Assist in the preparation of reward proposals relating to scarce skills retention, critical talent attraction, expatriate arrangements, and other specialized workforce requirements.
• Support job evaluation, grading, and role benchmarking exercises.
• Monitor workforce costs and reward-related trends and provide management reports and analytics.
• Promote internal equity and support adherence to reward governance requirements and approved compensation frameworks.

Payroll

• Coordinate and support monthly payroll activities to ensure accuracy, completeness, and timely processing.
• Partner with Finance and payroll service providers to ensure effective payroll administration and statutory compliance.
• Support payroll audits, reconciliations, reporting, and governance reviews.
• Address employee payroll-related enquiries and support process improvements that enhance service delivery and employee experience.

Workforce Cost Management

• Support workforce budgeting and manpower cost forecasting activities.
• Monitor headcount, workforce costs, compensation movements, and related metrics.
• Produce workforce cost reports and analyses to support business decision-making.
• Contribute to workforce optimisation initiatives and resource planning activities.

Talent Management & Organization Development

• Drive performance management processes across assigned business areas and support leaders in creating a high-performance culture.
• Facilitate talent review and succession planning discussions to strengthen organizational capability and leadership pipelines.
• Support the identification and development of high-potential talent and critical-role successors.
• Partner with managers to develop retention strategies for critical and scarce technical talent.
• Coach leaders on performance management, employee development, career discussions, and talent decisions.
• Support workforce capability assessments and identify critical skill gaps and talent risks.
• Participate in organizational design and workforce effectiveness initiatives.
• Support implementation of employee engagement and culture improvement initiatives.
• Facilitate talent calibration and performance moderation exercises to promote fairness and consistency.
• Contribute to the development of career pathways, competency frameworks, and talent development programs.

Employee & Industrial Relations

• Provide expert guidance on employee relations matters, investigations, disciplinary processes, grievances, and conflict resolution.
• Support leaders in fostering a positive, inclusive, and high-performance workplace culture.
• Ensure consistent and fair application of HR policies, procedures, and employment practices.
• Lead and coordinate disciplinary, grievance, and workplace investigation processes as required.
• Support the implementation of employee engagement surveys and action plans.
• Monitor employee relations trends and recommend proactive interventions.
• Collaborate with Community Relations and external stakeholders where required.
• Promote a culture of respect, accountability, inclusion, and ethical conduct.
• Ensure compliance with labour legislation and company policies in the management of employee cases.

Learning & Capability Development

• Partner with leaders to identify capability gaps and learning priorities aligned with business needs.
• Support development and implementation of learning and development initiatives.
• Coordinate learning interventions and leadership development programs.
• Promote effective utilization of the Company's Learning Management System (LMS) via BambooHR.
• Support competency assessments and technical capability development initiatives.
• Measure learning effectiveness and return on investment through defined metrics.
• Support development planning processes for employees and leaders.
• Stay abreast of emerging learning trends and best practices and recommend improvements where appropriate.
• Promote continuous learning and a growth-oriented culture.

Change Management & Organizational Effectiveness

• Lead people-related workstreams for organizational change and transformation projects.
• Support organizational restructuring, business integration, and workforce transition initiatives.
• Conduct change impact assessments and stakeholder analyses.
• Develop and execute change management and communication plans.
• Support leaders in managing organizational change and driving employee adoption.
• Monitor implementation effectiveness and recommend interventions where required.
• Facilitate stakeholder engagement and communication activities throughout transformation initiatives.
• Champion continuous improvement and organizational effectiveness programs.

HR Analytics, Governance & Compliance

• Develop and maintain Bamboo HR reports, scorecards, dashboards, and workforce metrics.
• Analyze trends relating to turnover, retention, engagement, headcount, workforce costs, payroll, diversity, productivity, and performance.
• Provide insights and recommendations that support management decision-making.
• Support workforce planning and strategic people decisions through robust data analysis.
• Ensure compliance with labour laws, regulatory requirements, and internal governance frameworks.
• Maintain high standards of data integrity, confidentiality, and records management via BambooHR.
• Support internal and external audits relating to HR, payroll, and workforce processes.
• Monitor adoption and effectiveness of HR policies and programs.
• Remain current on evolving employment legislation, HR trends, reward practices, and industry benchmarks.

Key Performance Indicators (KPIs)

Success in this role will be measured through:

• Delivery of HR support to business leaders and employees.
• Payroll accuracy, timeliness, and compliance.
• Employee engagement and culture outcomes.
• Retention of critical and high-performing talent.
• Effectiveness of performance management and succession planning processes.
• Workforce planning accuracy and workforce cost management.
• Timely resolution of employee relations matters.
• Quality of HR analytics and business insights provided.
• Compliance with employment legislation and internal policies.
• Delivery and adoption of HR initiatives, projects, and transformation programs.
• Stakeholder satisfaction with HR service delivery.
• Continuous improvement of HR processes and employee experience.

Qualifications & Experience

Education

• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Social Sciences, Psychology, Statistics or a related discipline.
• Master's Degree, MBA, or postgraduate qualification in a related field will be an advantage.

Experience

• Minimum of 8 years progressive HR experience across multiple HR disciplines.
• Proven experience in HR Business Partnering, Employee Relations, Talent Management, Workforce Planning, Compensation & Benefits, and Payroll support.
• Minimum of 3 years supporting senior business leaders and management teams.
• Experience supporting compensation reviews, workforce cost management, payroll activities, and reward administration.
• Strong experience managing complex employee relations and organizational change initiatives.
• Demonstrated success partnering with leaders to improve business and workforce performance.
• Experience supporting technical and operational workforce populations.

Ideal Candidate Profile

The ideal candidate is a credible and commercially minded HR professional with strong HR Business Partnering experience, preferably with hands-on experience in Compensation & Benefits administration, Payroll management, Workforce Budgeting, and Workforce Cost Management, including salary reviews, bonus administration, compensation benchmarking, manpower planning, payroll governance, and workforce analytics.

The successful candidate will have a strong track record of partnering with leaders on talent management, succession planning, employee relations, and organizational effectiveness, while supporting the attraction and retention of scarce technical talent.

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, gender, sexual orientation, age, marital status, veteran status, or disability status.

No relocation support is available for this position. By submitting an application, candidates confirm that they are based in the advertised work location or will relocate at their own expense if selected.