PMO

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This statement of work is intended to identify a PMO resource who can support two projects in the Talent Excellence COE: the CEP Refresh, and the Future of Talent deep dive. Combined these activities will require a full-time equivalent role until YE 2019. The deliverables and accountabilities for each project are laid out separately. Location: London or The Hague (occasional travel between the two may be required)Duration: Until YE 2019Start: Immediate, subject to interview and suitability checks Candidate profile:The role has wide reaching accountability, from delivery of discrete tasks to day-to-day contribution to both project teams. The desired candidate has~7 -10 years PMO experience, with expertise in managing and supporting projects in complex organisations ideally with some experience of working within the Oil & gas industry;Fluency in English is essential, in addition to interest and curiosity in HR topics including leadership, learning, talent management and the future of work;Experience in prioritizing and assisting in activities;Has strong Powerpoint and Excel skills. PMO: CEP RefreshTime Requirement: 60% of FTE Context:The organization is currently reviewing their approach to how they identify leadership potential. This is a high-profile project which requires change of an embedded and established HR process. Following Executive Committee sign-off, an experienced PMO is sought to professionalise the implementation and launch of this project. Discrete DeliverablesReview and update existing project plan, co-ordinating inputs from multiple workstream leads to produce 'single source of truth' for planning delivery of project on 4th February 2020.Support Business Implementation workstream members in operationalising the agreed solution - to include documentation of agreed approaches, support in engagements, liaising with other teams to ensure interconnection between project activities and others' activities.Amalgamation and creation of project approach to data - including data privacy notice(s), data processing agreement, data disposal and how data is used within the organization. This involves working with project IT (and Information Records Management) to ensure clarity on data implications of project and sharing with in-scope employees.Plan the approach and capture information regarding user experience (UX) feedback in conjunction with Change & Engage workstream.Prepare project for hand-over to Talent Operations; including project documentation and upskilling of new focal point(s).Work alongside project lead to devise and record evaluation and maintenance plan for subsequent cycles of project. Ongoing ResponsibilitiesClose partnership with project lead to identify current priorities and distil into immediate and long-term actions. This extends to acting as the 'voice of the project' interchangeably with project lead where required e.g. representing project at HR leadership team engagements.Ongoing maintenance of project plan, including evergreen Plan on a Page for use in stakeholder engagements.Maintenance of risk matrix, including managing of most salient risks- either through other project team members or independently.Ownership of workstream lead calls, including scheduling, arranging workstream status updates and maintenance of action and decision log.Scheduling support; including ad-hoc and recurring project meetings, arrangement of upskilling and engagement sessions and project engagement with business stakeholders.Governance support; including proactive scheduling of sponsor engagements across remainder of project and preparation of content (with support from workstream leads and project members where appropriate).Financial management including setting up vendor payment via IQNManagement of internal project Sharepoint site to ensure effective knowledge sharing and management, version control and completeness.Project close-out activities, including finalising and storage of project documentation PMO: Future of Talent Context:The focus of the talent deep dive for Phase II is on two trends which impact the future of work: digitalisation and societal licence to operate. The Fourth Industrial Revolution is challenging some of the accepted norms of work that have largely been unchanged since the Second Industrial Revolution:digitalisation changes business models, ways of working and jobs, with one of the key concerns amongst employees being jobs lost to automation;the nature of careers is changing with traditional skills becoming more rapidly obsolete;traditional organisational and employment models are being challenged with the rise of the gig economy;work can increasingly be performed virtually and yet co-location is an enabler of agile ways of working and remains an important productivity driver;the rise of populist ideas that have not traditionally been part of mainstream politics is starting to create barriers to movement of talent in what is an increasingly more interconnected but polarized world;employee expectations are continuing to rise; distrust of established institutions is at a record high and individuals are increasingly looking for leadership from their employer on industry, political and national issues.The intent is to examine the impact of the above elements on how we attract, develop, and retain staff, diversity and inclusion and the future shape and composition of the workforce. Whilst it is acknowledged that the organization's current approach to many of these items is distinctive and a core strength, this is an opportunity to revisit and thereby stress test some of the underlying approaches considering the above challenges, to allow us to adapt and respond to the new realities of work.There are four distinct workstreams:Future of Talent Optimisation: Working with Deloitte to pilot their FOTO (Future of Talent Optimisation) in two businesses: Manufacturing (at Penn Chem) and in Global Commercial (Customer Operations) on how the future talent base might look like so that we can explore "the art of the possible", how we approach the opportunity and the associated talent implications.The future of diversity: Looking at the implications of (a) our aspired portfolio and footprint on the diversity of our workforce, (b) the new realities of work (e.g. digitalisation, offshoring and outsourcing) on our diversity aspirations and (c) developing and nurturing diverse talent in a smaller, and evolving business.Review of latest thinking on Future of Work: Review the latest academic thinking and industry best practice in relation to the impact of the Future of Work. In doing so, our intent is not to "boil the ocean": instead we will seek to identify (a) quick wins and (b) topics which a more fundamental re-evaluation of our current talent management approaches.Low cost experiments: Leveraging the enthusiasm and interest from the HRXLT we will seek to identify low cost ideas that have pull in the business and seek.An experienced PMO is sought to help manage the project plan, collate and store the various academic/consultant materials into a sharepoint site, and create a 'common look and feel' to the project engagement materials. Discrete DeliverablesCreate and manage project plan, co-ordinating inputs from multiple workstream leads to produce 'single source of truth' for planning delivery of project by October 2019Support workstream leads: to include documentation of agreed approaches, support in engagements, liaising with other people strategy teams to ensure interconnection between the talent deep dive and the Identity, Performance, Capability and Leadership themes.Work alongside project lead to ensure tight delivery of FOTO timeline to ensure no project overrunAssist with the production of presentation materials for the final presentation to EC. Ongoing ResponsibilitiesClose partnership with project lead to identify current priorities and distil into immediate and long-term actions.Ongoing maintenance of project plan, including evergreen Plan on a Page for use in stakeholder engagements.Ownership of workstream lead calls, including scheduling, arranging workstream status updates and maintenance of action and decision log.Scheduling support; including ad-hoc and recurring project meetings, arrangement of upskilling and engagement sessions and project engagement with business stakeholders.Governance support; including proactive scheduling of sponsor engagements across remainder of project and preparation of content (with support from workstream leads and project members where appropriate).Management of internal project Sharepoint site to ensure effective knowledge sharing and management, version control and completeness.Project close-out activities, including finalising and storage of project documentation.Michael Bailey International is acting as an Employment Business in relation to this vacancy.