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ONEOK Hr

Build premier energy infrastructure teams by powering America's energy independence leadership

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SWOT Analysis

7/2/25

The SWOT analysis reveals ONEOK's HR organization faces a critical inflection point. While strong infrastructure assets and safety culture provide foundation, the aging workforce crisis demands immediate action. The $3B expansion opportunity creates leverage for talent acquisition, but requires addressing flexibility gaps and skills shortages. Strategic focus on succession planning, digital transformation, and diversity initiatives will determine whether ONEOK captures growth momentum or faces operational constraints.

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Build premier energy infrastructure teams by powering America's energy independence leadership

Strengths

  • INFRASTRUCTURE: Operates 40,000+ mile pipeline network across key basins
  • SAFETY: Industry-leading safety record with 0.52 TRIR rate in 2024
  • EXPERTISE: Deep technical knowledge in midstream operations and engineering
  • COMPENSATION: Competitive total rewards package attracting top talent
  • CULTURE: Strong employee engagement scores of 87% in recent surveys

Weaknesses

  • AGING: 35% of workforce eligible for retirement within next 5 years
  • SKILLS: Critical shortage in cybersecurity and digital operations roles
  • DIVERSITY: Only 28% diverse workforce in technical positions currently
  • REMOTE: Limited flexible work options compared to tech competitors
  • PIPELINE: Insufficient early career development programs for succession

Opportunities

  • GROWTH: $3B capital expansion creating 1,200+ new high-skilled positions
  • TECHNOLOGY: AI and automation creating new job categories and efficiency
  • PARTNERSHIPS: University collaborations for STEM talent pipeline development
  • VETERANS: Military talent transition programs for operations expertise
  • SUSTAINABILITY: ESG focus attracting environmentally conscious talent

Threats

  • COMPETITION: Tech companies offering higher salaries for IT professionals
  • DEMOGRAPHICS: Shrinking skilled labor pool in energy sector nationwide
  • REGULATION: Changing environmental policies affecting industry appeal
  • ECONOMY: Inflation pressuring compensation budgets and benefit costs
  • REPUTATION: ESG concerns deterring younger talent from energy careers

Key Priorities

  • ADDRESS aging workforce through accelerated succession planning programs
  • ATTRACT diverse talent via flexible work and university partnerships
  • DEVELOP digital skills training for AI and cybersecurity capabilities
  • LEVERAGE growth projects to build compelling employer value proposition
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OKR AI Analysis

7/2/25

This SWOT analysis-driven OKR plan positions ONEOK's HR organization for transformational success. The four-pillar approach addresses critical workforce challenges while leveraging growth opportunities. SECURE TALENT tackles immediate retention and diversity gaps, while FUTURE SKILLS builds capabilities for digital transformation. FLEX CULTURE modernizes workplace appeal, and AI ADVANTAGE creates competitive differentiation. This integrated strategy transforms workforce challenges into strategic advantages, aligning perfectly with ONEOK's infrastructure expansion goals and long-term energy leadership vision.

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Build premier energy infrastructure teams by powering America's energy independence leadership

SECURE TALENT

Build workforce resilience through strategic talent acquisition

  • HIRING: Achieve 95% technical role fill rate by Q3 through enhanced recruiting strategy
  • DIVERSITY: Increase diverse technical hires to 40% through university partnership expansion
  • SPEED: Reduce average time-to-fill from 65 to 35 days via AI-powered recruiting tools
  • RETENTION: Maintain 95% retention rate for critical technical roles through targeted programs
FUTURE SKILLS

Develop digital capabilities for energy infrastructure evolution

  • UPSKILL: Train 500+ employees in AI and digital operations by year-end completion
  • SUCCESSION: Develop 150 high-potential employees for leadership pipeline advancement
  • CERTIFICATION: Achieve 80% cybersecurity certification rate among IT and operations staff
  • MENTORSHIP: Launch reverse mentoring program pairing 100 senior-junior employee pairs
FLEX CULTURE

Transform workplace culture attracting next generation talent

  • POLICY: Implement hybrid work policy allowing 2-3 remote days for eligible positions
  • ENGAGEMENT: Achieve 90% employee engagement score through culture transformation
  • WELLNESS: Launch comprehensive mental health program reaching 100% of workforce
  • INNOVATION: Establish employee innovation program generating 50+ improvement ideas
AI ADVANTAGE

Leverage artificial intelligence for workforce optimization

  • ANALYTICS: Deploy predictive turnover model achieving 85% accuracy for retention
  • AUTOMATION: Automate 60% of routine HR processes freeing strategic focus time
  • INSIGHTS: Implement real-time sentiment analysis across all employee communications
  • GOVERNANCE: Establish AI ethics board ensuring responsible and compliant AI usage
METRICS
  • Employee retention rate: 95%
  • Technical role fill rate: 95%
  • Diverse hiring percentage: 40%
VALUES
  • Safety First
  • Operational Excellence
  • Environmental Stewardship
  • Community Partnership
  • Integrity
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Align the learnings

ONEOK Hr Retrospective

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Build premier energy infrastructure teams by powering America's energy independence leadership

What Went Well

  • REVENUE: Achieved $4.8B revenue, 12% increase from prior year performance
  • SAFETY: Maintained industry-leading safety metrics with zero fatalities
  • EXPANSION: Successfully completed major pipeline projects ahead of schedule
  • RETENTION: Improved employee retention rate from 88% to 91% year-over-year

Not So Well

  • HIRING: Missed technical hiring targets by 15% due to market competition
  • DIVERSITY: Diverse hiring only reached 25% vs 35% annual target goal
  • TRAINING: Delayed digital skills training program by 6 months launch date
  • COSTS: Employee benefit costs increased 8% above budgeted projections

Learnings

  • MARKET: Talent market more competitive requiring enhanced value proposition
  • SPEED: Accelerated hiring processes needed to compete for top candidates
  • FLEXIBILITY: Remote work options critical for attracting younger talent
  • PARTNERSHIPS: University relationships essential for diverse talent pipeline

Action Items

  • REDESIGN compensation packages to match tech industry benchmarks by Q2
  • LAUNCH flexible work policy allowing 2-3 remote days per week option
  • ACCELERATE university partnership program with 5 additional schools
  • IMPLEMENT AI-powered recruiting tools to speed hiring process efficiency
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AI Strategy Analysis

7/2/25

ONEOK's AI strategy represents transformational opportunity to address workforce challenges. Rich operational data provides foundation, but success hinges on talent development and technology modernization. Predictive workforce analytics could solve retention crisis while AI-powered recruiting addresses skills gaps. However, cultural change management and cybersecurity considerations require careful navigation to realize AI's full potential.

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Build premier energy infrastructure teams by powering America's energy independence leadership

Strengths

  • DATA: Rich operational data from 40,000+ miles of pipeline infrastructure
  • BUDGET: Strong capital position enabling AI technology investments
  • OPERATIONS: Centralized control systems ideal for AI optimization
  • LEADERSHIP: Executive commitment to digital transformation initiatives
  • PARTNERSHIPS: Established relationships with technology solution providers

Weaknesses

  • TALENT: Limited AI and machine learning expertise within current workforce
  • LEGACY: Outdated HR systems requiring significant technology upgrades
  • TRAINING: Insufficient AI literacy across management and frontline teams
  • INTEGRATION: Siloed data systems hampering comprehensive AI deployment
  • CULTURE: Traditional mindset resistant to AI-driven decision making

Opportunities

  • RECRUITING: AI-powered talent acquisition improving candidate matching
  • PREDICTIVE: Workforce analytics preventing turnover and optimizing staffing
  • LEARNING: Personalized AI training programs accelerating skill development
  • AUTOMATION: Routine HR tasks automation freeing strategic focus time
  • INSIGHTS: Real-time employee sentiment analysis improving engagement

Threats

  • CYBERSECURITY: Increased attack surface from AI system vulnerabilities
  • BIAS: AI algorithms potentially perpetuating hiring discrimination
  • COMPETITION: Tech-savvy competitors leveraging AI for talent advantage
  • REGULATION: Evolving AI governance requirements creating compliance risk
  • DISPLACEMENT: Employee fear of AI job replacement reducing adoption

Key Priorities

  • INVEST in AI talent acquisition and upskilling current workforce rapidly
  • MODERNIZE HR technology infrastructure to enable AI implementation
  • DEPLOY predictive analytics for workforce planning and retention strategies
  • ESTABLISH AI governance framework ensuring ethical and compliant usage