An international, independent oil and gas exploration company with a portfolio of producing assets in Europe, Asia and Africa. A development program is in place to increase production levels by approx 150%. An active exploration and appraisal programme is ongoing in Europe, South East Asia and Africa.

This role is expected to be for duration of up to two years. The jobholder will be based in SE Asia with travel on a regular basis.

The role reports to the Asia Business unit manager and will be expected to work closely with the HR Group manager in London with regards to implementation of group wide policies and procedures. In addition the role will liaise closely with the SE Asia Country Manager and will work alongside the existing HR departments.

Responsibilities include:

Recruitment:

• Local and international recruitment agencies will be used for an immediate requirement to recruit a large number of positions in SE Asia. The HR manager will need to negotiate rates and work closely with these agencies and line managers to ensure a smooth process.

General HR Management:

• The role is required to provide functional leadership of the regional HR teams.

• A number of policies and procedures are currently in place but there is a requirement to review the existing policies as well as implementing new ones. In addition, we require an audit of basic HR practice in the regional offices.

• It is the intention that policies and procedures are in place throughout the company, which are consistent globally and in accordance with this we are ensuring that grading structures are in place in each location. However, local government regulations will have to be honoured at all times. There will be a need to review the existing grading structure and to ensure job descriptions are in existence for all employees.

Performance Management:

• There is a need to review the existing performance management system and implement and maintain a system, which provides a detailed and effective way of measuring performances. As a result of this a development programme will be put in place for employees. This will also link to the requirement to formalize a nationalization plan for key positions in the regional offices. This will involve succession planning and detailed training and development plans for all employees