Entity:

People, Culture & Communications

Job Family Group:

HR Group

Job Description:

BP is at a critical point in its transformation, balancing the imperatives of the energy transition with the need for commercial clarity and performance. The appointment of a Vice President, People Analytics will play a key role in this shift.

As we reorient for growth, returns and resilience, we need a People Analytics strategy that converts strong data foundations into decisions that improve performance, cost and capability at scale. The Vice President of People Analytics will set this agenda and be given scope to build leadership depth in an already capable team, shifting from individual delivery to a durable, consultative model that partners with People & Culture, Business and Trading. You will frame a coherent strategy that elevates listening and engagement signals into clear narratives that guide organisational design and transformation. The remit includes market‑facing analytics that inform business reviews, surface stranded cost, predict attrition and optimise deployment in core hydrocarbons and priority UK programmes, while supporting capital‑light growth in lower‑carbon businesses.

You will be responsible for the design, integration, optimisation and stewardship of BP’s People data and analytic products, leveraging HRIS, ERP and HCM platforms centred on a cloud data lake to enable governed self‑service, trusted dashboards and advanced data science. You will codify operating rhythms, standards and succession that ensure continuity through periods of absence and growth, coaching leaders to take ownership of delivery and innovation. The individual will flex between strategic vision, analytics expertise and operational management, translating complex data into forward-looking insights that shape BP’s talent, cost and organisational decisions and help the company meet demand for both traditional and lower‑carbon energy.

Key responsibilities

Shape BP’s People Analytics Strategy: Define and implement a global vision for People Analytics that supports BP’s transformation agenda. Move the function from reactive reporting to predictive, insight-led decision-making across talent, cost, and organisational health.

Build Sustainable Capability and Leadership Depth: Establish a robust team structure that reduces single-point dependency and enables continuity. Develop future leaders within the analytics function, fostering empowerment and accountability.

Deliver Advanced Workforce Insights: Oversee analytics that inform strategic workforce planning, cost optimisation, and talent deployment. Ensure outputs are accurate, timely, and actionable for senior leadership and business partners.

Elevate Employee Experience Intelligence: Integrate listening and engagement data into strategic narratives that shape BP’s culture and organisational design. Translate qualitative insights into measurable outcomes for transformation programmes.

Advance Data Platforms and Products: Drive the evolution of BP’s data infrastructure, including dashboards and self-service tools. Partner with technology teams to maintain strong data foundations and enable scalable analytics solutions.

Influence Decisions at the Highest Level: Act as a trusted advisor to BP’s executive leadership, providing evidence-based perspectives on workforce trends and organisational performance. Communicate complex findings with clarity and impact.

Champion a Data-Driven Culture: Promote the use of analytics across HR and the wider business. Encourage innovation in methodologies and tools to keep BP at the forefront of workforce intelligence.

Desired outcomes

Translate high-quality data into forward-looking insights and strategic narratives that inform BP’s workforce planning and transformation agenda.

Strengthen leadership and succession within the existing team, ensuring continuity and reducing dependency on any single individual.

Embed a culture of proactive, insight-driven decision-making across HR and the business, leveraging BP’s established analytics foundations.

Ideal experience:

• Several years of People analytics experience

• Experience building a data, analytics and insights capability focused on the full spectrum of talent, culture, and reward activities.

• Expertise across a broad spectrum of HR subject areas and tools

• Deep understanding of talent management, organisational development and training, employee and labour relations, recruitment, and compensation and benefits.

• International experience: Understands how to lead within a global matrix having spent time covering international remits, and ideally having lived abroad.

• Track record of hands-on execution: Has not only devised an analytics strategy but also been instrumental in its execution, working under pressure and using group resources to drive impact.

• Bachelor’s degree or equivalent experience required; MBA or master’s degree in accounting, finance, economics, mathematics, statistics, business, I/O psychology or related field preferred.

Critical leadership capabilities:

Leading People

• Identifies and uses individual strengths and potential within the team

• Engages the team in discussions about the longer-term strategy and how they can contribute

• Delegates significant responsibilities and decision-making authority to team members, providing guidance

• Gives team members ownership within their areas of responsibility, setting clear expectations and checking in as needed

• Enables team success by removing barriers and providing resources

• Invites the team to recommend ways to solve problems, discuss challenging issues, or generate new ideas

Collaborating and Influencing

• Identifies all necessary stakeholders and connects with them to gain support or agreement

• Negotiates with a genuine give-and-take approach that takes all parties’ perspectives into account

• Takes advantage of opportunities to build strategic relationships to achieve a specific outcome

• Engages others in open dialogue and adapts own influence approach to different stakeholders in ways that address their interests or concerns

• Anticipates emerging or potential conflicts among all stakeholders and takes steps to pre-empt them

Acting Strategically

• Creates a 2-3-year roadmap or blueprint to implement the enterprise strategy in own area

• Identifies and prioritises the most critical future factors to consider in making decisions

• Makes plans to address changes or trends in the external landscape (i.e. competitors, clients, and market segments) that affect own business or area

• Develops plans that consider the impact beyond own area, location, function, or market

Why join us!

At bp, we provide an excellent working environment and employee benefits. We offer an open and inclusive culture and a great work-life balance. Tremendous learning and development opportunities are available to craft a career path, life and health insurance, medical care package and many others!

We support our people to learn and grow in a diverse and exciting environment. We believe that our team is strengthened by diversity. We are committed to crafting an inclusive environment in which everyone is respected and treated fairly. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform crucial job functions, and receive other benefits and privileges of employment.

Travel Requirement

Up to 25% 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

Skills:

Agility core practices, Analytical Thinking, Business Development, Communication, Configuration management and release, Conflict Management, Data Analysis, Decision Making, Design Thinking, Developing and implementing strategy, Digital Fluency, Digital Innovation, Documentation and knowledge sharing, Leading transformation, Managing strategic partnerships, Managing volatility, Market Scanning, Organizational Knowledge, Performance and planning, Product Ownership, Project and programme management, Talent Strategy, Testing and quality assurance, User Experience Design

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 an accessibility need may request an adjustment/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 adjustment/accommodation related to the recruitment process, please contact us.

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.