Competency-Based HR Job Architecture Progression for the Energy Sector
Covering Entry to Executive levels. This model is designed for clarity, consistency, and career mapping, aligned with both conventional and lean energy-sector HR structures (across renewable, oil & gas, utilities, etc.).
HR Job Architecture – Energy Sector (Competency-Based Progression)
| Job Level | Typical Titles | Core Competencies | Key Responsibilities |
|---|---|---|---|
| Entry (0–2 yrs) | HR Admin Assistant, Recruitment Assistant, Training Assistant | – Accuracy & detail orientation – Time management – Communication basics – MS Office & HRIS literacy | – Maintain employee data records – Support recruitment logistics – Assist with onboarding sessions – Schedule trainings/interviews – Process attendance & leave data |
| Junior (3–5 yrs) | HR Officer, Recruitment Officer, Payroll Officer, L&D Officer | – HR operations know-how – Policy compliance – Communication with site teams – Basic analytical thinking | – Run end-to-end hiring for junior roles – Prepare payroll inputs – Coordinate training logistics – Maintain compliance checklists – Assist with union/reporting matters |
| Mid (6–9 yrs) | HR Business Partner, Talent Acquisition Specialist, C&B Analyst, OD Analyst | – Workforce planning – Sector-specific HR needs – Project ownership – HR analytics & insights | – Partner with site leads for manpower plans – Lead recruitment for technical roles – Drive employee engagement initiatives – Perform salary benchmarking & analysis – Rollout learning needs assessments |
| Senior (10–14 yrs) | HR Manager, Site HR Lead, Industrial Relations Lead, Talent Development Manager | – Cross-functional leadership – Strategic influence – Change management – Union handling – Compliance mastery | – Lead HR for multi-site or operations unit – Own workforce cost and planning – Represent company in labor negotiations – Lead OD or C&B program deployment – Advise plant/general managers on HR risk |
| Executive (15+ yrs) | HR Director, Country HR Head, Group CHRO (Energy), HRVP – Operations | – Board-level HR strategy – Policy design & transformation – Crisis & ESG response – Business leadership collaboration | – Design people strategy aligned with energy transition goals – Drive restructuring/M&A HR plans – Develop high-risk site HR governance – Lead HR digitization or lean HR project – Represent HR in external audits/regulators |
