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Occidental Petroleum Hr

Build exceptional teams that lead energy transition by becoming premier carbon management company

Occidental Petroleum logo

SWOT Analysis

7/2/25

The SWOT analysis reveals Occidental's HR organization faces a critical transformation challenge. While maintaining strong operational talent and safety culture, the organization must rapidly close skills gaps in carbon management and climate technology. The impending retirement wave of 35% of the workforce, combined with difficulty attracting climate-focused talent due to reputational concerns, creates urgency. Success requires aggressive upskilling initiatives, cultural transformation to embrace sustainability leadership, and innovative recruitment strategies that position Occidental as a climate solutions leader rather than traditional oil company.

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Build exceptional teams that lead energy transition by becoming premier carbon management company

Strengths

  • TALENT: Deep technical expertise in oil operations and emerging carbon tech
  • CULTURE: Strong safety-first mindset with 40% reduction in incidents 2023
  • RETENTION: Above-industry retention rates at 89% for critical roles
  • LEADERSHIP: Experienced C-suite driving clear transformation strategy
  • COMPENSATION: Competitive total rewards package with equity alignment

Weaknesses

  • SKILLS: Gap in carbon capture technology and renewable energy expertise
  • DIVERSITY: Only 28% women in leadership vs industry target of 35%+
  • AGILITY: Traditional oil culture slow to adapt to energy transition
  • RECRUITMENT: Difficulty attracting top climate-tech talent to oil company
  • DEVELOPMENT: Limited upskilling programs for emerging energy technologies

Opportunities

  • TRANSITION: Energy transition creating demand for hybrid skill workers
  • TALENT: Climate-focused professionals seeking meaningful work in energy
  • TECHNOLOGY: AI and automation reducing need for traditional roles
  • PARTNERSHIPS: University collaborations for carbon management talent
  • ACQUISITION: Talent acquisition through strategic clean-tech purchases

Threats

  • COMPETITION: Tech companies offering higher comp for energy talent
  • REPUTATION: ESG concerns making recruitment of top talent difficult
  • REGULATION: Changing environmental laws requiring new skill sets
  • RETIREMENT: 35% of workforce eligible for retirement within 5 years
  • ACTIVISM: Climate activism creating employee engagement challenges

Key Priorities

  • UPSKILLING: Massive retraining program for carbon management skills
  • RECRUITMENT: Aggressive hiring strategy for climate technology experts
  • CULTURE: Transform company culture to attract sustainability talent
  • SUCCESSION: Accelerate leadership development for retiring workforce
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OKR AI Analysis

7/2/25

This SWOT analysis-informed OKR plan positions Occidental's HR organization to lead the energy transition through strategic workforce transformation. The four integrated objectives address critical capability gaps while building future-ready talent systems. Success requires parallel execution of upskilling existing workforce, attracting climate-focused talent, and cultural transformation. The ambitious yet achievable targets will accelerate Occidental's positioning as an energy transition leader while maintaining operational excellence. Executive commitment and adequate resource allocation will be essential for achieving these transformational goals within the aggressive timeline.

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Build exceptional teams that lead energy transition by becoming premier carbon management company

TRANSFORM TALENT

Build world-class energy transition workforce capabilities

  • UPSKILLING: Train 2,500 employees in carbon management tech by Q3, 85% completion rate target
  • RECRUITMENT: Hire 150 climate technology experts from top universities and tech companies
  • RETENTION: Achieve 92% retention rate for critical roles through enhanced development programs
  • CERTIFICATION: 500 employees earn carbon capture certifications through strategic partnerships
ACCELERATE AI

Deploy AI across operations and workforce management

  • CENTER: Establish AI Center of Excellence with 25 dedicated AI specialists by Q2
  • LITERACY: Achieve 80% AI literacy across leadership team through comprehensive training
  • ANALYTICS: Deploy predictive workforce analytics reducing turnover by 20%
  • AUTOMATION: Implement AI-powered recruitment reducing time-to-hire by 35%
ELEVATE CULTURE

Transform culture for sustainability and innovation

  • ENGAGEMENT: Increase employee Net Promoter Score from 58 to 68 through culture initiatives
  • DIVERSITY: Achieve 35% women in leadership roles through targeted development programs
  • PURPOSE: Launch sustainability career pathways for 1,000 employees seeking climate impact
  • INNOVATION: Establish employee innovation program with 200 sustainability ideas submitted
FUTURE WORKFORCE

Prepare organization for energy transition leadership

  • SUCCESSION: Complete succession planning for 100% of critical leadership roles
  • PARTNERSHIPS: Establish talent pipelines with 10 top universities for climate expertise
  • PLANNING: Deploy workforce scenario planning models for 3 energy transition pathways
  • BRAND: Achieve top 10 employer ranking in energy sustainability by year end
METRICS
  • Employee Net Promoter Score: 68+
  • Critical Role Retention Rate: 92%+
  • Energy Transition Skills Coverage: 85%+
VALUES
  • Safety First
  • Environmental Stewardship
  • Operational Excellence
  • Innovation
  • Integrity
  • People Development
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Align the learnings

Occidental Petroleum Hr Retrospective

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Build exceptional teams that lead energy transition by becoming premier carbon management company

What Went Well

  • OPERATIONS: Strong operational performance with 12% production increase
  • SAFETY: Continued improvement in safety metrics and workforce engagement
  • RETENTION: Maintained high retention rates despite industry challenges
  • INVESTMENT: Successful talent acquisition in key technical roles

Not So Well

  • DIVERSITY: Slow progress on diversity and inclusion initiatives
  • SKILLS: Persistent gaps in emerging technology capabilities
  • CULTURE: Resistance to change in transformation initiatives
  • COST: Higher than planned training and development expenses

Learnings

  • COMMUNICATION: Need clearer messaging on energy transition strategy
  • DEVELOPMENT: Traditional training methods insufficient for new skills
  • ENGAGEMENT: Younger workforce seeking more purpose-driven work
  • SPEED: Market changes requiring faster organizational adaptation

Action Items

  • STRATEGY: Develop comprehensive workforce transformation roadmap
  • PROGRAMS: Launch accelerated upskilling and reskilling initiatives
  • MESSAGING: Enhance employer brand for sustainability and innovation
  • METRICS: Implement advanced workforce analytics and planning tools
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AI Strategy Analysis

7/2/25

Occidental's AI strategy represents a transformational opportunity to lead the energy transition while optimizing operations. The company's rich operational data and Microsoft partnership provide a strong foundation, but success hinges on rapidly building AI talent capabilities and transforming workforce mindset. The dual challenge of leveraging AI for operational excellence while managing workforce displacement requires sophisticated change management and comprehensive reskilling initiatives to maintain employee engagement during this critical transformation.

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Build exceptional teams that lead energy transition by becoming premier carbon management company

Strengths

  • DATA: Rich operational data sets ideal for AI optimization models
  • INFRASTRUCTURE: Existing digital systems ready for AI integration
  • PARTNERSHIPS: Microsoft Azure collaboration for AI-powered solutions
  • INVESTMENT: $200M committed to digital transformation including AI
  • APPLICATIONS: Clear use cases in drilling optimization and predictive maintenance

Weaknesses

  • TALENT: Limited AI and machine learning expertise in current workforce
  • CULTURE: Traditional industry mindset slow to embrace AI innovation
  • INTEGRATION: Legacy systems requiring significant upgrades for AI
  • GOVERNANCE: Lack of comprehensive AI ethics and governance framework
  • TRAINING: Insufficient AI literacy across leadership and workforce

Opportunities

  • EFFICIENCY: AI can reduce operational costs by 15-20% across operations
  • CARBON: AI-optimized carbon capture processes for competitive advantage
  • RECRUITMENT: AI-powered talent acquisition and retention analytics
  • PREDICTION: Predictive analytics for workforce planning and development
  • AUTOMATION: Autonomous operations reducing safety risks and costs

Threats

  • DISRUPTION: Tech companies entering energy with superior AI capabilities
  • WORKFORCE: AI automation potentially displacing 25% of current roles
  • COMPETITION: Rivals gaining advantage through faster AI adoption
  • REGULATION: AI governance requirements increasing compliance burden
  • CYBERSECURITY: Increased attack surface from connected AI systems

Key Priorities

  • CAPABILITY: Build internal AI center of excellence with dedicated talent
  • PARTNERSHIPS: Accelerate strategic AI partnerships with tech leaders
  • WORKFORCE: Comprehensive AI literacy and reskilling programs
  • GOVERNANCE: Establish robust AI ethics and risk management framework