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Marathon Petroleum Hr

To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

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Align the strategy

Marathon Petroleum Hr SWOT Analysis

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To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

Strengths

  • TALENT: Strong talent acquisition pipeline in energy sector
  • COMPENSATION: Competitive benefits package attracts top talent
  • TRAINING: Robust technical and leadership development programs
  • CULTURE: Recognized safety-first culture reduces turnover
  • DIVERSITY: Progressive DEI initiatives showing measurable gains

Weaknesses

  • RETENTION: 15% higher turnover in technical roles vs industry avg
  • DIGITAL: Outdated HR systems hampering workforce analytics
  • SKILLS: Significant renewable energy competency gaps
  • SUCCESSION: Limited bench strength for critical leadership roles
  • REMOTE: Inconsistent remote work policies causing engagement issues

Opportunities

  • TRANSITION: Energy transition creating need for new skill sets
  • TECHNOLOGY: AI-powered talent analytics to improve hiring outcomes
  • PARTNERSHIPS: Expand university relationships for talent pipeline
  • VETERANS: Untapped military veteran recruitment potential
  • MOBILITY: Enhanced internal mobility to retain institutional knowledge

Threats

  • COMPETITION: Tech sector poaching engineering talent with 20% premium
  • DEMOGRAPHICS: 28% of workforce eligible for retirement within 5 years
  • LEGISLATION: Changing labor regulations increasing compliance burden
  • PERCEPTION: Negative industry image among Gen Z candidates
  • LOCATION: Difficulty attracting talent to rural refinery locations

Key Priorities

  • SKILLS: Develop renewable energy and digital competencies
  • RETENTION: Implement strategic retention program for critical roles
  • TECHNOLOGY: Modernize HR systems for improved workforce analytics
  • SUCCESSION: Enhance leadership pipeline development program
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Align the plan

Marathon Petroleum Hr OKR Plan

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To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

FUTURE-READY TALENT

Build the workforce for energy transition leadership

  • ACADEMY: Launch Energy Transition Skills Academy with 3 learning paths and 50% workforce enrolled by Q3
  • PIPELINE: Establish partnerships with 5 universities specializing in renewable energy technologies
  • IDENTIFICATION: Complete skills gap assessment for 100% of technical roles against future state needs
  • CERTIFICATION: Achieve 200 renewable energy technical certifications across operations workforce
RETAIN EXCELLENCE

Strengthen our strategic talent retention program

  • COMPENSATION: Implement market-aligned compensation structure for 100% of critical technical roles
  • ENGAGEMENT: Increase employee eNPS from 32 to 40 through targeted retention initiatives
  • MOBILITY: Launch internal talent marketplace with 30% of open positions filled through mobility
  • MENTORSHIP: Establish formal mentorship program reaching 250 high-potential employees by Q3
DIGITAL HR

Transform HR systems for data-driven decisions

  • PLATFORM: Complete implementation of unified HR technology ecosystem with 95% data integration
  • ANALYTICS: Deploy predictive workforce analytics dashboard with 5 key talent risk indicators
  • AUTOMATION: Reduce manual HR administrative processes by 40% through intelligent automation
  • ADOPTION: Achieve 85% digital HR tools utilization rate across all managers and HR team members
LEADERSHIP PIPELINE

Strengthen succession planning for critical roles

  • SUCCESSION: Identify 3+ qualified successors for 90% of business-critical leadership positions
  • DEVELOPMENT: Launch accelerated leadership program with 100 high-potential participants by Q3
  • ASSESSMENT: Complete leadership competency assessments for 100% of managers and executives
  • READINESS: Increase bench strength rating from 65% to 80% for director-level+ positions
METRICS
  • ENGAGEMENT: Employee engagement score of 85% by end of 2025 (current: 78%)
  • RETENTION: Reduce critical role turnover from 14% to 10% by Q4 2025
  • CAPABILITY: Energy transition skills readiness index of 75% (current: 52%)
VALUES
  • Safety and Environmental Stewardship
  • Integrity and Respect
  • Inclusive Culture
  • Results-Driven Performance
  • Collaborative Innovation
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Align the learnings

Marathon Petroleum Hr Retrospective

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To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

What Went Well

  • PERFORMANCE: 12% increase in refining margin driven by operational excellence
  • SAFETY: Achieved industry-leading TRIR of 0.17, 22% better than prior year
  • DIVERSITY: Female representation in leadership roles increased by 8 points
  • DEVELOPMENT: 92% completion rate of mandatory technical training programs
  • ENGAGEMENT: Pulse survey scores improved 5 points across all business units

Not So Well

  • ATTRITION: Critical talent turnover rate increased to 14%, up 3 points YoY
  • RECRUITING: Time-to-fill for technical positions extended to 78 days avg
  • COMPLIANCE: Increased labor-related regulatory violations in two regions
  • PRODUCTIVITY: Remote work transition led to 7% decrease in certain metrics
  • COSTS: HR administrative expenses 12% over budget due to system challenges

Learnings

  • FLEXIBILITY: Need for more adaptable workforce policies to retain talent
  • PLANNING: Strategic workforce planning must integrate energy transition
  • COMPENSATION: Traditional comp structures insufficient for critical roles
  • TECHNOLOGY: Legacy HR systems creating significant operational friction
  • AWARENESS: Disconnect between corporate purpose and employee perception

Action Items

  • REDESIGN: Complete competitive compensation review for critical roles by Q3
  • IMPLEMENT: Launch new HR technology platform for improved analytics by Q4
  • DEVELOP: Create energy transition skills academy for workforce reskilling
  • ESTABLISH: Form cross-functional talent management council with executives
  • MEASURE: Implement real-time employee sentiment monitoring capabilities
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Drive AI transformation

Marathon Petroleum Hr AI Strategy SWOT Analysis

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To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

Strengths

  • ANALYTICS: Existing data infrastructure for AI-backed HR insights
  • LEADERSHIP: Executive commitment to AI transformation in HR
  • PILOTS: Successful AI-powered recruitment screening pilot programs
  • PARTNERSHIPS: Strategic relationships with HR tech vendors
  • RESOURCES: Dedicated budget for HR technology modernization

Weaknesses

  • INTEGRATION: Siloed HR systems limiting AI implementation
  • EXPERTISE: Limited AI expertise within current HR team structure
  • DATA: Inconsistent data quality across HR information systems
  • ADOPTION: Low digital literacy among certain workforce segments
  • GOVERNANCE: Underdeveloped AI ethics framework for HR applications

Opportunities

  • PERSONALIZATION: AI-powered personalized learning experiences
  • PREDICTION: Predictive analytics for retention risk identification
  • AUTOMATION: Streamline 75% of administrative HR processes
  • INSIGHTS: Real-time employee sentiment analysis capabilities
  • EXPERIENCE: Chatbot-based employee service improvements

Threats

  • PRIVACY: Employee concerns about AI monitoring and data usage
  • BIAS: Risk of algorithmic bias in AI-powered talent decisions
  • RESISTANCE: Change management challenges with AI implementation
  • REGULATION: Emerging AI governance requirements creating uncertainty
  • COMPETITION: Industry rivals investing 3x more in HR AI capabilities

Key Priorities

  • UPSKILLING: Develop AI literacy program for HR team and leaders
  • INTEGRATION: Implement unified data platform for HR analytics
  • AUTOMATION: Prioritize high-impact HR process automation
  • GOVERNANCE: Establish clear AI ethics framework for HR applications