Fit For Purpose HR Transformation
Building an Integrated Competency and Rewards Framework for a Leading Gas Operator
The Challenge
The organization had gaps in recruitment, development, and succession planning—particularly for highly technical roles such as drilling, geoscience, and engineering. Pay scales and grading structures varied across departments and legacy systems, leading to unclear pathways and inequities in compensation. To ensure sustainability, the organization needed a talent architecture that was fair, future-ready, and aligned with both operational complexity and stakeholder expectations.
Our Approach
We took a structured, data-informed approach to develop a fit-for-purpose competency and job grading framework that would be accepted across stakeholders and scalable into the future. Our approach included:
Developing a comprehensive competency dictionary covering over 260 competencies across core disciplines: drilling, engineering, geoscience, reservoir & production, surface facilities, and supply chain
Creating structured proficiency levels to guide development and performance assessment
Mapping competencies to over 100 roles across the organization, ensuring alignment with functional requirements and best practices
Designing a job grading structure and salary scale aligned with one of the controlling entities, creating internal equity and external competitiveness
Embedding benchmarking and calibration sessions to ensure robustness and adoption across units
Rewards Management Framework
The Impact
We took a structured, data-informed approach to develop a fit-for-purpose competency and job grading framework that would be accepted across stakeholders and scalable into the future. Our approach included:
Developing a comprehensive competency dictionary covering over 260 competencies across core disciplines: drilling, engineering, geoscience, reservoir & production, surface facilities, and supply chain
Creating structured proficiency levels to guide development and performance assessment
Mapping competencies to over 100 roles across the organization, ensuring alignment with functional requirements and best practices
Designing a job grading structure and salary scale aligned with one of the controlling entities, creating internal equity and external competitiveness
Embedding benchmarking and calibration sessions to ensure robustness and adoption across units
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Leading Gas Operator
Fit For Purpose HR Transformation
Building an Integrated Competency and Rewards Framework for a Leading Gas Operator
Leading Gas Operator
Fit For Purpose HR Transformation
Building an Integrated Competency and Rewards Framework for a Leading Gas Operator
Leading Gas Operator
Fit For Purpose HR Transformation
Building an Integrated Competency and Rewards Framework for a Leading Gas Operator