HR Business Partner (Middle East/Asia Pacific)

The Company

BB Energy has a legacy spanning more than six decades. Today, the Group provides expertise across energy trading, operations, logistics, storage and retail. Our diversified portfolio cuts across many segments of the energy industry from trading crude oil and petroleum products to natural gas and renewables.

Why Join Us? 

• We are a fast growing business in one of the most dynamic markets.


• Our team includes some of the leading experts in this field.


• We have a strong entrepreneurial spirit.


• We are a well established business with a strong heritage and track record of success globally.


• We have a flat management structure and open management style - all voices heard and all voices count.


• Competitive salary and benefits package offered.

Purpose of the Role

The HRBP (Middle East/Asia Pacific) will:

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  • Act as strategic advisor/partner and primary liaison between company leadership and the HR Department.
  
  
  • Work primarily with leaders and senior line managers based in Dubai and Singapore to ensure HR activities align with and support their needs.
  
  
  • Equip and enable leaders in these office locations to handle (most) people matters.
  
  
  • Translate business strategy and goals into practical workforce plans, talent strategies and organisational designs.
  
  
  
  

Key Responsibilities

Workforce Planning:

• Help the organisation become future ready by partnering with senior leaders to forecast talent needs based on long-term business goals and department growth targets.


• Help define position requirements, org design adjustments and core competencies needed for future success.


• Re-skilling and up-skilling – support leaders to identify development needs and skill gaps.

Recruitment:

• Act as the ‘first line’ in the recruitment process to ensure candidates have the required behavioural competencies/characteristics that align with the BBE Purpose.


• Act as a strategic advisor during key leadership hiring, interview panels and onboarding orientation for senior team members.


• Agree with hiring managers on hiring strategies including proactive sourcing for anticipated future needs.


• Coach hiring managers on how to assess for behavioural competencies.

Learning and Development:

• Support leaders to conduct skill gap analysis and evaluate departmental requirements to spot performance or capability shortcomings.


• Collaborate with leaders to build targeted professional development, coaching and leadership training programmes.


• Advise line managers on how to support employee career paths, performance calibration and continuous growth.


• Oversee training allocations, manage external learning partners and track return on Investment (ROI) for programmes.


• Promote an environment of continuous learning, employee engagement and high performance across business units.

Employee Relations:

• Coach line managers to handle basic conflicts, performance management and team communications.


• May directly resolve workplace conflicts, grievances, dispute mediation and advise managers on disciplinary actions and policies.

Talent Management / Succession Planning:

• Use data driven tools (9-box grid/4-box grid) to support in the identification of high-potential employees and the creation of individual development plans.


• Evaluate high potential readiness against critical leadership roles.


• Advise on development interventions including rotational assignments, mentoring and leader development programmes.


• Guide managers re long-term thinking about team capability, retirement timelines and building a deep bench strength.


• Monitor pipeline readiness, review progress on employee growth plans and report insights.

Leadership Development:

• Coach local line managers to improve their leadership skills, manage performance and handle everyday people practices effectively.


• Evaluates current leadership capabilities against future business requirements (such as digital transformation) to identify gaps.


• Evaluate return on investment for leadership development programmes and interventions.

Change Management:

• Equip leaders with the tools to communicate strategy, reduce resistance, and maintain morale and engagement during organisational shifts.


• Partner with business leaders to redesign teams and realign structures.

Performance Management:

• Train and guide line managers to conduct effective, transparent feedback sessions and handle difficult performance discussions.


• Advise leadership on high-risk of sensitive performance issues, ensuring fairness, consistency and compliance with employment laws.


• Support leaders in the creation of individual development plans.


• Facilitate calibration meetings.

Team Leadership and Coaching:

• Provide leadership and coaching to direct reports.


• Set clear performance expectations and manage team performance.

Personal skills and behaviours required for success in the role

• Ability to consult and influence (without formal authority).


• Relationship management and interpersonal skills.


• Strategic thinking and critical problem-solving.


• Change management and resilience.  

Skills and experience necessary for success in the role

• 7-10 years progressive HR experience including 3 years + at HR business partner or HR manager level.


• Bachelor’s degree in Human Resources, Business Administration or a related field (MBA or Master’s degree is preferred).


• Proven track record of managing multi-region or company-wide populations.


• Direct experience coaching managers/leaders and mentoring/coaching junior HR teams.


• CIPD (or equivalent) Accredited to Level 7 Advanced Diploma.


• Ideally has experience in an energy trading environment.