P&C Senior Partner

bp•Houston, TX

3d•Hybrid

About The Position

Senior People & Culture leader partnering with the GPTA leadership team to define and execute a differentiated people strategy that directly enables business performance, growth, and risk management in a fast-paced trading environment. This role goes beyond traditional HR partnering—bringing strong commercial insight, organizational expertise, and leadership influence to shape the workforce, build critical capabilities, and drive a high-performance, inclusive culture. Acts as a trusted advisor to senior leaders, translating business strategy into targeted people interventions with measurable impact.

Requirements

Extensive experience in senior HR / People & Culture roles in complex, performance-driven organizations
Solid track record of influencing business strategy and delivering measurable organizational outcomes
Deep expertise in talent management, organizational development, and change
Experience in fast-paced, commercial or trading environments strongly preferred
Demonstrated capability in managing senior stakeholders and navigating ambiguity
Strong judgment in employee relations and business risk

Nice To Haves

Bachelor’s degree in HR, Business, or related discipline
Advanced degree (MBA or relevant Master’s) preferred
Professional HR certification desirable

Responsibilities

Partner with GPTA leadership to shape and deliver a forward-looking people plan aligned to business strategy and market dynamics
Provide data-driven insights and challenge to support decision-making on organization design, talent, and performance
Act as a trusted advisor and coach to senior leaders, strengthening leadership effectiveness and team performance
Lead complex, business-critical change initiatives (org redesign, capability shifts, growth or optimization agendas)
Design and evolve organization structures to ensure the right capabilities, roles, and operating model for a trading business
Define and complete a strategic talent plan (BUILD, BUY, BORROW), aligned to business priorities and external market conditions
Drive succession planning and leadership pipeline strength for critical roles
Partner with Talent Acquisition to attract and retain top-tier talent in a competitive market
Drive a high-performance culture through clear expectations, differentiation, and aligned reward frameworks
Champion bp values, behaviors, and leadership expectations, embedding them into the day-to-day operating rhythm
Diagnose and address engagement, culture, and team effectiveness challenges
Coach leaders to proactively manage performance, inclusion, and people risks
Ensure disciplined delivery of people fundamentals (ER, compliance, reward processes) with a focus on quality and business impact
Provide expert guidance on complex employee relations matters, balancing commercial outcomes with risk management
Integrate expertise across P&C (COEs, services) to deliver efficient, scalable, and business-relevant solutions
Continuously improve how P&C supports the business by simplifying processes and enhancing impact