SWOT
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Phillips 66 Hr

To provide energy and improve lives through a high-performing workforce that shapes the global energy transition

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Align the strategy

Phillips 66 Hr SWOT Analysis

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To provide energy and improve lives through a high-performing workforce that shapes the global energy transition

Strengths

  • TALENT: Strong industry expertise and experienced leadership team
  • CULTURE: Award-winning safety culture and operational excellence
  • COMPENSATION: Competitive compensation packages that attract talent
  • DEVELOPMENT: Robust leadership development and succession planning
  • DIVERSITY: Making progress on diversity metrics across organization

Weaknesses

  • TURNOVER: Higher than industry average turnover in key positions
  • TECHNOLOGY: Outdated HR systems limiting workforce analytics
  • HYBRID: Inconsistent approach to remote/hybrid work arrangements
  • PIPELINE: Insufficient talent pipeline for specialized energy roles
  • ENGAGEMENT: Declining employee engagement scores in recent surveys

Opportunities

  • TRANSITION: Energy transition creating demand for new skill sets
  • AUTOMATION: HR process automation to improve efficiency by 30%
  • ANALYTICS: Advanced workforce analytics to drive strategic decisions
  • PARTNERSHIPS: Educational partnerships to develop future talent
  • ACQUISITION: Strategic talent acquisition from adjacent industries

Threats

  • COMPETITION: Intensifying competition for specialized energy talent
  • DEMOGRAPHICS: 23% of workforce eligible for retirement within 5 years
  • REPUTATION: ESG pressures affecting employer brand in talent market
  • REGULATIONS: Changing labor regulations increasing compliance burden
  • SKILLS: Accelerating skills obsolescence in traditional energy roles

Key Priorities

  • MODERNIZE: Implement next-gen HR technology and analytics platform
  • DEVELOP: Create robust energy transition talent development program
  • ENGAGE: Deploy comprehensive employee experience and retention plan
  • PIPELINE: Build strategic talent pipeline for critical future roles
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Align the plan

Phillips 66 Hr OKR Plan

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To provide energy and improve lives through a high-performing workforce that shapes the global energy transition

TECH TRANSFORMATION

Revolutionize our HR technology infrastructure

  • PLATFORM: Implement unified cloud-based HRIS platform with 98% data accuracy by Q3-end
  • ANALYTICS: Deploy predictive workforce analytics dashboard with 5 key metrics by EOQ
  • AUTOMATION: Automate 12 high-volume HR processes reducing manual work by 40%
  • ADOPTION: Achieve 85% employee adoption rate of new HR self-service platform
FUTURE TALENT

Build the workforce for energy transition

  • ACADEMY: Launch Energy Transition Skills Academy with 4 core curriculums by August 1
  • PIPELINE: Establish 6 university partnerships focused on emerging energy skills
  • RESKILL: Complete skills assessment for 100% of workforce with development plans
  • ACQUIRE: Reduce time-to-fill for critical energy transition roles by 25%
ENGAGE & RETAIN

Create an exceptional employee experience

  • SURVEYS: Implement quarterly pulse surveys with 80%+ participation rate
  • EXPERIENCE: Launch redesigned employee journey with 15 touchpoint improvements
  • RETENTION: Increase retention of high performers by 10% through targeted programs
  • FLEXIBILITY: Implement formalized flexible work program with 90% manager adoption
STRATEGIC HR

Elevate HR as strategic business partner

  • PLANNING: Develop 3-year strategic workforce plan aligned to energy transition
  • METRICS: Create executive HR dashboard with 8 key business-aligned metrics
  • CAPABILITY: Upskill 100% of HR business partners in strategic consulting skills
  • IMPACT: Document $5M in business value creation from strategic HR initiatives
METRICS
  • Employee engagement score: 85% by EOY (5% improvement)
  • Voluntary turnover: <8% across all critical roles
  • Time to productivity: 90 days for new hires in critical positions
VALUES
  • Safety - We protect each other, our communities, and the environment
  • Honor - We stand behind our word with integrity and respect
  • Commitment - We are passionate about our work and proud of our company
  • Innovation - We seek creative solutions to complex challenges
  • Excellence - We set high expectations and deliver superior results
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Align the learnings

Phillips 66 Hr Retrospective

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To provide energy and improve lives through a high-performing workforce that shapes the global energy transition

What Went Well

  • SAFETY: Achieved industry-leading safety metrics with 0.12 recordable rate
  • RETENTION: Successfully retained 92% of high-potential leaders YoY increase
  • DIVERSITY: Increased female representation in leadership roles by 4% YoY
  • TRAINING: Completed critical technical training for refinery staff at 100%

Not So Well

  • HIRING: Extended time-to-fill for critical specialized roles by 15% YoY
  • SYSTEMS: HR technology implementation delays impacting operational goals
  • ENGAGEMENT: Employee engagement scores declined 5 percentage points YoY
  • TURNOVER: Experienced 17% turnover in engineering roles - above target

Learnings

  • ANALYTICS: Need better predictive workforce analytics for strategic plans
  • FEEDBACK: Must increase frequency and quality of employee pulse surveys
  • SKILLS: Critical to accelerate upskilling for energy transition roles
  • FLEXIBILITY: Work arrangement flexibility directly impacts retention rates

Action Items

  • IMPLEMENT: Deploy integrated HRIS platform by Q3 to consolidate systems
  • DEVELOP: Launch energy transition skills academy for existing workforce
  • ENGAGE: Implement quarterly pulse surveys with action-oriented followup
  • ACQUIRE: Develop specialized recruiting strategy for hard-to-fill roles
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Drive AI transformation

Phillips 66 Hr AI Strategy SWOT Analysis

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To provide energy and improve lives through a high-performing workforce that shapes the global energy transition

Strengths

  • ANALYTICS: Beginning implementation of AI-powered workforce analytics
  • LEADERSHIP: Executive support for AI/ML adoption in HR processes
  • INFRASTRUCTURE: Strong data security foundations for AI initiatives
  • RESOURCES: Available funding for strategic HR technology projects
  • PILOTS: Successful AI recruiting pilot programs with positive ROI

Weaknesses

  • DATA: Siloed HR data systems limiting AI implementation potential
  • SKILLS: Limited AI expertise within current HR team composition
  • INTEGRATION: Poor integration between existing HR tech platforms
  • PROCESSES: Manual workflows still dominating HR operational model
  • METRICS: Inadequate measurement frameworks for AI initiatives

Opportunities

  • AUTOMATION: AI can automate 40% of transactional HR processes
  • PREDICTIVE: AI-powered retention and performance prediction models
  • LEARNING: Personalized AI-driven learning pathways for employees
  • EXPERIENCE: Enhanced employee experience through AI-powered tools
  • DECISIONS: Data-driven workforce planning and resource allocation

Threats

  • ADOPTION: Employee resistance to AI-powered HR systems and tools
  • ETHICS: Potential AI bias issues affecting HR decision-making
  • COMPLIANCE: Evolving regulations around AI use in employment contexts
  • VENDORS: Rapidly changing HR tech vendor landscape creating risk
  • COMPETITION: Competitors advancing faster in HR AI implementation

Key Priorities

  • PLATFORM: Implement unified AI-ready HR data platform architecture
  • CAPABILITY: Develop AI competencies within the HR organization
  • USE CASES: Deploy high-impact AI use cases for talent acquisition
  • FRAMEWORK: Create ethical AI governance framework for HR functions