1. Strategy Planning Advisor Downstream Future Leaders Program
Role Title
Strategy Planning Advisor
Reporting to
Business Area
Fuels North America (FNA)
Downstream Distinctive Capability
Commercial
Role Level
Location & expected travel
Chicago – 30SW – Negligible (<5%)
BFHR contact for this role
Direct Reports? No
Role in context of Future Leaders Program
This role is part of the Future Leaders Program, which aims to attract and develop individuals external to BP with diverse experiences and leadership capability to bolster the Downstream distinctive capability leadership pipelines. The program consists of 2x24 months rotations within a distinctive capability area, and will include targeted leadership development and capability building. This role is the first of two rotations in the Commercial distinctive capability.
Role Purpose
The role supports the FNA Commercial Development Manager and VP of Strategy and Portfolio (S&P) in articulating business strategy and coordination of 5 year delivery plan in line with Downstream Segment and BP Group’s external commitments.
Team membership
The Strategy Coordinator is a member of the FNA S&P team and reports to the Commercial Development Manager. The team has accountability for developing the overall business strategy and 5 year plan. The team’s aspiration is to work in partnership with marketing, sales, supply, and manufacturing teams to successfully deliver the strategic plan and growth.
Specific Role Description
Coordinate and deliver annual Strategy Refresh (5 year plan) submission and Deep Dive Strategy review for Fuels NA, integrating inputs from refinery assets, crude and product supply, and M&S/Retail teams.
Support the Commercial Development manager and VP of Strategy and Portfolio in maintaining a Hopper of mid-stream and retail growth projects and reporting the relevant KPIs on Hopper Health as MI for the FNA LT.
Work with the Commercial Business Management (CBM) coordinators and Finance/PPM teams to analyze current and forecasted performance against external commitments.
Leadership skills and technical competencies
(aligned to a Distinctive capability)
Leadership Expectations and behaviours
Maximizing value: Take ownership to create enduring value through identification and delivery of opportunities.
Build enduring capability: Take ownership of career and be open to and act upon feedback.
Energize people: Create trust based relationships and connections across BP, seek to always understand and listen to others to successfully influence
Lead though our values: Role model BP’s V&Bs through all actions and decisions.
Core attributes:
Achievement: Passionate about making a difference and makes things happen, results focused and resilient.
Relationships: Develops trust based relationships, vertically and horizontally for the benefit of the organization not their personal agenda.
Judgement: Ability to think broadly and deeply, manage the big picture detail to make sustainable ‘one team’ decisions.
Learning Agility: Quickly assimilates and applies new learning and quickly reaches exceptional performance in new and different situations.
Technical competencies
Identify key competencies required from the relevant distinctive capability Career Development Framework
Shaping strategy
Integrated planning
Business and commercial acumen
Performance insights
Analysis and modelling skills
Competitor understanding
Experience
/Education
Post graduate degree: MBA preferred
Undergraduate degree
Essential work experience:
5+ year works experience preferably aligned to commercial / finance / strategy. Open to manufacturing or engineering as well.
Aspiration to develop into a specialist future leader within this distinctive capability:
Commercial (or Strategy/Finance )