HR Careers - Job Areas

It's down to us to benchmark our HR strategy against the wider group strategy. This broad scope means we have plenty of opportunity to influence the business and introduce new ideas. For example, we were heavily involved in the development of People Standards - something that, at the time, didn't exist either internally or externally. It meant the team that led the project had a blank page to start from, that they could take it in any direction.

We support all of the Shell businesses and all activities right across the organisation. There's never any question of us not being involved in key decision making - we're right at the heart of leading the business strategy. This means that we have a much wider impact too. Shell is responsible for finding innovative ways to address the world's energy challenge and, because our work impacts strongly on the strategies and people employed to do that, we're playing our part in the solution. If you're motivated by taking on big challenges, this is a good place to be.

In detail:

S&RC supports the HR Executive in developing and assuring the delivery of an HR strategy. We contribute to the Shell objective of 'more upstream, profitable downstream' by taking responsibility for the following:

• Supporting the development of an HR Strategy aligned to Shell's business strategy
• Delivering an integrated HR functional plan
• Developing and maintaining organisational capability in key strategic HR areas
• Building one HR community enabled by HR communications
• Leading a climate of constructive Employee Relations
• Maintaining an external focus through benchmarking and networking
• Reporting, monitoring and assuring against the HR functional plan, people standards and top quartile performance metrics
• Coordinating the HR agenda in the businesses in general and specifically in the multi-sector countries such as China, India, UK, US and the Netherlands.