Workforce Planning & Development for a Large, US Independent
A large independent Exploration & Production company engaged Carnrite to design a Workforce Planning Model, recognizing Human Capital as a key driver to achieve its execution plan for a critical growth asset. The company required a sophisticated dynamic tool to proactively identify and address critical talent gaps between the current workforce and the future needs of the business.
Carnrite engaged asset leaders from all disciplines to identify and evaluate the key business drivers and associated performance metrics, which determined critical workforce capabilities and the ideal activity-based headcounts per function (e.g. Completions Engineer : Active Frac Crews). The resulting workforce planning framework, comprised of an activity-based workforce planning model and process flow, was integrated into all existing business planning processes at both the asset and corporate levels.
Carnrite facilitated workshops for asset leadership and the corporate HR group to develop clear roles and responsibilities in the planning process. Carnrite also developed training for how to use the framework to ease the integration effort, minimize re-work, and allow for quick updates in the event of a business plan disruption.
Key Results & Outcomes
- Designed a custom, asset-wide workforce planning dashboard, providing a three-year view of required headcount by function
- Integration of asset’s business plan and workforce requirements into the corporate recruiting plans created a competitive advantage for talent development and acquisition
- Model was transferable to other business units and could be adjusted for asset activity and development goals
Carnrite’s Unique Value Contribution
Carnrite’s knowledge and expertise in Human Capital, Operations, and field development planning was key to modelling how business activity drives workforce requirements. In addition, working closely with both asset and corporate leadership teams, that were otherwise siloed in their planning and recruiting processes, brought greater strategic thinking and alignment around workforce planning and development and helped establish a best practice for how the business address talent needs in challenging environments.