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Plains Gp Holdings Hr

To build the world-class team that delivers energy connectivity by creating the industry's premier midstream energy company

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To build the world-class team that delivers energy connectivity by creating the industry's premier midstream energy company

Strengths

  • TALENT: Strong technical expertise in energy infrastructure
  • CULTURE: Established safety-first operational mindset
  • COMPENSATION: Competitive total rewards strategy vs industry
  • STABILITY: Low turnover in key operational leadership roles
  • TRAINING: Robust technical certification program structure

Weaknesses

  • DIVERSITY: Limited diversity in senior leadership positions
  • TECHNOLOGY: Outdated HR information systems and analytics
  • RECRUITMENT: Challenges attracting tech talent to energy sector
  • SUCCESSION: Inadequate leadership bench strength for expansion
  • ENGAGEMENT: Lower engagement scores in remote field locations

Opportunities

  • DEVELOPMENT: Create energy transition skills training program
  • BRANDING: Enhance employer brand for sustainability initiatives
  • PARTNERSHIPS: Establish energy education collaborations with unis
  • TECHNOLOGY: Implement AI-driven talent acquisition and development
  • FLEXIBILITY: Expand flexible work options for non-field positions

Threats

  • COMPETITION: Tech companies recruiting engineering talent pool
  • DEMOGRAPHICS: Aging workforce in critical operations roles
  • PERCEPTION: Industry viewed as declining by younger workforce
  • REGULATION: Evolving compliance requirements increasing costs
  • AUTOMATION: Skills obsolescence from operational automation

Key Priorities

  • TALENT: Develop comprehensive energy transition skills program
  • TECHNOLOGY: Modernize HR systems with advanced analytics
  • DIVERSITY: Implement targeted leadership diversity strategy
  • SUCCESSION: Create robust succession planning framework
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To build the world-class team that delivers energy connectivity by creating the industry's premier midstream energy company

FUTURE READY

Build energy transition skills across our workforce

  • CURRICULUM: Launch energy transition skills academy with 5 certification tracks by Q2
  • ADOPTION: Achieve 40% enrollment in at least one energy transition module
  • PARTNERSHIPS: Establish 3 university partnerships for technical talent development
  • CERTIFICATIONS: Graduate first cohort of 50 employees with sustainability credentials
TECH TRANSFORM

Modernize HR systems with advanced analytics

  • PLATFORM: Deploy integrated HR analytics platform with 5 predictive models by Q3
  • AUTOMATION: Reduce manual HR processes by 40% through intelligent automation
  • ADOPTION: Achieve 80% manager utilization of new HR dashboard tools
  • EFFICIENCY: Decrease HR administrative time by 30% through AI-enabled workflows
TALENT MOSAIC

Enhance leadership diversity and inclusion

  • PIPELINE: Increase diversity in leadership succession pool by 25% across all dimensions
  • DEVELOPMENT: Launch sponsorship program for 30 high-potential diverse employees
  • RECRUITMENT: Achieve 40% diverse candidates in final interview rounds for all roles
  • RETENTION: Improve retention rate of underrepresented groups by 15% year-over-year
LEADERSHIP LEGACY

Establish robust succession planning framework

  • COVERAGE: Identify 3 potential successors for 90% of critical operational roles
  • READINESS: Decrease average time-to-readiness for succession candidates by 25%
  • DEVELOPMENT: Create personalized development plans for 100% of high-potentials
  • RETENTION: Achieve 95% retention rate for identified succession candidates
METRICS
  • RETENTION: 95% overall, 92% for critical roles, 90% for high-potentials
  • BENCH STRENGTH: 3:1 succession ratio for leadership positions
  • CAPABILITY: 75% of workforce trained in at least one energy transition skill
VALUES
  • Safety & Environmental Stewardship
  • Accountability & Ownership
  • Ethics & Integrity
  • Respect & Fairness
  • Excellence & Innovation
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Align the learnings

Plains Gp Holdings Hr Retrospective

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To build the world-class team that delivers energy connectivity by creating the industry's premier midstream energy company

What Went Well

  • OPERATIONS: Key operational positions remained fully staffed with no gaps
  • COMPLIANCE: Zero OSHA recordable incidents attributed to staffing issues
  • DEVELOPMENT: Successfully launched supervisor training certification path
  • BENEFITS: Healthcare costs contained below industry average benchmark

Not So Well

  • RECRUITMENT: Extended time-to-fill for engineering roles exceeded targets
  • TURNOVER: Field operations experienced increased voluntary departures
  • ENGAGEMENT: Employee survey scores declined in work-life balance area
  • DIVERSITY: Failed to meet diversity hiring targets in technical positions

Learnings

  • COMPENSATION: Need to focus on total rewards versus base compensation
  • FLEXIBILITY: Remote work options critical for non-field staff retention
  • DEVELOPMENT: Technical career paths need clearer progression framework
  • TECHNOLOGY: Manual HR processes creating inefficiencies and frustration

Action Items

  • ANALYTICS: Deploy predictive retention modeling for high-value positions
  • DEVELOPMENT: Create energy transition skills pathway for all employees
  • ENGAGEMENT: Implement quarterly pulse surveys with action commitments
  • TECHNOLOGY: Accelerate HR systems modernization project timeline
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To build the world-class team that delivers energy connectivity by creating the industry's premier midstream energy company

Strengths

  • DATA: Extensive operational data for workforce analytics
  • LEADERSHIP: Executive support for AI-enabled HR transformation
  • INVESTMENT: Available capital for HR technology modernization
  • EXPERTISE: Strong technical aptitude among IT support staff
  • FOUNDATION: Initial pilot programs in learning management systems

Weaknesses

  • INFRASTRUCTURE: Fragmented HR data architecture
  • SKILLS: Limited AI capabilities within current HR team
  • INTEGRATION: Siloed systems preventing unified data view
  • ADOPTION: Historical resistance to technology changes
  • GOVERNANCE: Underdeveloped data privacy framework

Opportunities

  • PREDICTIVE: Implement turnover prediction models for retention
  • AUTOMATION: Streamline administrative HR processes via AI
  • PERSONALIZATION: Create AI-driven career development paths
  • INSIGHTS: Deploy advanced workforce analytics platform
  • EFFICIENCY: Reduce recruiting costs through intelligent screening

Threats

  • SECURITY: Data privacy concerns with AI-enabled HR systems
  • EXPERTISE: Difficulty attracting AI talent to energy sector
  • ETHICS: Potential algorithmic bias in HR decision processes
  • INVESTMENT: Competition for technology budget allocation
  • ADOPTION: Employee resistance to AI-driven HR processes

Key Priorities

  • UPSKILLING: Develop AI capability within current HR team
  • PLATFORM: Implement integrated HR analytics platform
  • AUTOMATION: Prioritize high-value HR process automation
  • GOVERNANCE: Establish robust data ethics framework