Job titleCommercial Performance Improvement I Analyst

LevelJ

Req ID

SegmentRefining & Marketing

Countries (State/Region)Singapore

LocationSingapore

SPUCFO

Role synopsisThe CPI Analyst role supports the CPI delivery team in the effective and efficient delivery of data analysis in service of Commercial Performance Improvement Assessments throughout BP.

The role holder will have responsibility for the silent running of critical data analysis and the creation of financial baselines as part of a central service team, supporting the global CPI Assessments.

This individual will be active in supporting the CPI team to transition the programmes broader focus on improving performance management across the Company. The role will be responsible for ensuring robust and structured analysis for the CPI Assessment process, generating outcomes that will enhance the value delivered across businesses.

Key accountabilities Gather, collate, analyse and validate data as necessary in order to prepare data analysis and performance summaries in accordance to critical deadlines Support the larger CPI teams and have a good understanding of the nature of the Assessments in order to execute activities effectively Calculate, track and analyse Key Performance Indicators (KPI) to ensure consistency of definition, interpretation and method of calculation. Develop analytical tools that facilitate improved use of central database systems Liaise with senior stakeholders internally and externally as and when necessary Support assessment teams to identify cost and performance drivers as well as efficiency opportunities; Support the continuous improvement of the CPI Programme through new idea generation; Providing expert advice to BP teams on CPI options and cost management capability and behaviours in businesses Accountable to individual goals and performance objectives in alignment with CPI programme remit and performance contract;

Essential Education Education to a Bachelor's level

Essential experience and job requirements Fluency in English, excellent communication skills, both oral & written. Strong analytical and critical thinking skills. Strong excel modelling skills demonstrable experience through university or previous job preferred Thorough awareness and understanding of financial, operational and commercial factors influencing business performance and opportunities for Commercial Performance Improvement implementation. Demonstrate ability to operate successfully in a complex global corporate environment and to confidently challenge the status quo. Proven ability to adapt and learn quickly in service of developing a good understanding of BP Group standards and Practices and be able to conduct business/ financial evaluation of CPI options. Strong interpersonal and communication skills - capable of adopting a variety of styles to achieve the desired result. Strong work ethic and ability to work creatively to achieve identified goals, both individually and as a team player working in a global function. Bias for action and strong organisational skills including attention to detail and process.

Desirable criteria & qualifications Good understanding of BP Group standards and Practices. Thorough understanding of relevant BP Group Standards &Practices. Previous experience working throughout the BP Group structure, with knowledge of how the Group hangs together and developed networks into R&M SPUs and Functions.

Relocation availableNo

Travel requiredNegligible travel

Is this a part time position?No

Posted toInternal, External and Referral

Hiring managerRoy Nahum

Recruiter

About BPOur business is the exploration, production, refining, trading and distribution of energy. This is what we do, and we do it on a truly global scale. With a workforce of 80,000 employees, BP operates with business activities and customers in more than 80 countries across six continents. Every day, we serve millions of customers around the world. We are continually looking for talented, committed and ambitious people to help us shape the face of energy for the future.

BP's downstream Refining and Marketing ("R&M") operations refine, transport, sell and trade crude oil and petroleum products. We refine and process crude oil into usable products, including high-quality gasoline and the chemicals used in everyday items. At service stations, ports and airports around the world, our fuels and motor oils help keep the world in motion. Our Lubricants business is concentrated on the higher margin sectors of automotive lubricants, especially in the consumer sector with a strong presence in the marine and industrial business markets. We supply fuel at about 1,200 airports in 90 countries and we're also present at about 1,000 ports around the world, to provide fuel and lubricants to cargo ships and other vessels as they come and go. BP's LPG business operates in the Bottle, Bulk B2C, Bulk B2B, Autogas and Aerosol markets.

Commercial Performance Improvement (CPI) is a shared services function in BPs Refining & Marketing (R&M) segment, which focuses on helping the portfolio businesses drive continuous improvement and efficiency across all aspects of financial, commercial and operational performance.

CPI drives these improvements through a three-tiered offer of (i) on-going SPU assessments; (ii) capability building including talent development, training and deployment of tools and techniques; and (iii) joint project implementation and coaching in CPI tools and techniques.

The CPI team works with senior leadership teams to conduct four-month high-impact assessments and identify tangible opportunities to improve processes specific to performance improvement, with an emphasis around accountabilities, controls and transparency.

In addition, CPI delivers training and 1:1 coaching to leaders and practitioners to increase capability in the areas of top line growth, cost efficiency, operating effectiveness and working capital opportunities. The approach includes such methodologies as baseline modelling, activity-based costing (ABC) analysis and priority-based budgeting (PBB).

BUSINESS UNITHuman Resources

JOB TITLERegional Service Manager

REPORTING LINEHRBP

LOCATIONPan India

BANDE3

PURPOSE OF THE JOB

The HR RSM is responsible for following the HR agenda across assigned businesses and territories in the areas of:

(a) Talent Acquisition, (b) Employee Engagement, (c) Employee Relations, (d) Training and Development and (e) HR Operations.

The above role exists to provide proactive HR support to the businesses, to be the first level of contact for all employees, with a primary focus on E1 E3 levels.

KEY RESPONSIBILITIESTalent Acquisition

1. Responsible for vacancies as per approved budgets for all critical and non critical positions (E1- E3 levels).2. Adopt an optimal mix for sourcing candidates.3. Interact with consultant for vacancies, share timely feedback and facilitate vendor payment.4. Vacancy closure as per TATs5. Obtain and maintain offer related documentation like exception approval, special hiring approval, joining commitment, notice pay buyout etc6. Maintain adequate pipeline of candidates for critical positions.7. Responsible for end to end campus hiring for T3 campuses 8. Should be aware of hiring trends by competitors and maintain relevant data.

Employee Engagement:

Conduct following HR initiatives for band E4 and below employees1. Branch Visits(below 300crs)/Location Visits2. Employee 1-O-1 sessions: To understand their concerns and seek feedback on HR processes3. Employee Career Discussions: To understand their career aspirations, clarify expectations; discuss career options in the bank etc.4. Employee Satisfaction Survey/Upward Feedback Survey: Conduct and collate data5. Exit interviews: Conduct interviews and maintain exit data.6. New Joinee Mentoring: Allocate mentors and conduct Parichay meets.7. Reward and Recognition: Collate nominations and facilitate payout(Recognition Awards)8. Employee Meets: Conduct meets as per need

Employee Relations:

Handle first level queries on ER issues like absconding, memos etc and co-ordinate with ER team and HRBP for resolution.

Training and Development:

Co ordinate to ensure adequate and relevant training coverage of employee base to enhance capability building.

HR Operations

1. To function as the SPOC for line managers on HR operational issues (Leave, Transfers, New Joinee formalities, HRMS updation, Exits etc)2. Adherence to TAT as per SLAs defined 3. Follow up for timely data updation for all employees in the region, confirmations letters, transfers etc4. Generate periodic reports.