Fresh Jobs at BP International

Job Description:

• To develop micro market approach for the allocated area to ensure implementation of the network strategy
• To monitor the real estate market changes and competitor networks within the assigned area of responsibility and adapt tactics to meet the network strategy
• To drive acquisition, negotiations and obtaining of all relevant licences for new constructed service stations
• To drive the acquisition, negotiations and obtaining of all relevant approvals of new sites to BP
• To source potential landbanks and ensure readiness to construct new service stations for BP
• To continuously assess opportunities for multiple sites acquisition
• To meet bp standards and HSSE policy in all aspects
• To effectively work with other relevant teams to streamline the execution and reporting of the Network objectives
• To manage capex forecasting and all related financial processes in relation to projects.
• To locate, assess and negotiate appropriate contracts for proposed NTI &NTB sites in line with bp’s investment strategy and financial criteria.
• To monitor compliance of proposed opportunities to various relevant corporate governance policies and guidelines as prescribed by bp from time to time.
• To monitor compliance of proposed opportunities to various relevant South African regulatory frameworks
• Form strategic relationships with skilled and experienced service providers in the property market; including but not limited to engineers, traffic engineers, property developers, estate agents, local authorities and town planners; to enable BP to secure advantaged real estate opportunities.
• To ensure that bp’s legal obligations and contractual relationships are dealt with appropriate advice from the internal legal function and BP appointed external legal advisors.
• To provide information that contributes to the formulation of business resource plans to endure efficient use of company resources

go to method of application »

• As part of strategic talent management and ensuring that the people and culture team builds succession and pipeline, this is a graduate development programme offering experiential learning focusing on the below learning outcomes:
• Talent Matching and Acquisition- gaining an understanding of strategic people matching and resourcing at bp through engaging with the talent acquisition team and gaining exposure on the talent matching process
• Talent Development- learning and understanding bp’s capability strategy through working with the capability team on achieving set targets.
• Talent Management- engaging in activities such as succession planning, talent analysis and reporting within the capability space
• Talent Engagement- exposure to the different strategies that are used to attract and retain key talent, through organisational engagement as well as engagement with employee relations and rewards
• Change Management-understanding how the organisation deals with change through exposure to the change model

Exposure to the following:

• Leadership for the day-to-day management of the HR function within a region and  all aspects of performance (HSSE, People Agenda and Financial Delivery), from planning to implementation and assurance
• The HR strategy in partnership with the business leadership team setting objectives and designing an operations model, services and plans to support business performance, employee alignment, performance and engagement, culture and leadership strength
• HR advisory support that facilitates resolution of everyday queries and provide oversight for employee relations cases, whilst ensuring an inclusive and diverse workplace which reflects the communities in which we operate including Resourcing to attract, select and retain the right people from the internal and external market, leveraging our compelling employer brand
• A compliant and high-performance culture through aligned performance management, reward and recognition frameworks, assisting in the annual reward process, delivery of integrated reward/recognition solutions and union pay review negotiations

Essential Criteria and Qualification

• An Honours degree/BTech Honours/4th Year or higher in Industrial and Organisational Psychology or Human Resource Management
• Minimum final year aggregate of 65% or minimum GPA of 2.1
• Knowledge of current discipline, specific trends, theories/approaches, and benchmarks
• Must have graduated in 2021, 2022 or 2023