We tailor our services to your specific project and regional requirements, whether in
Global Contract Hire, Permanent Hire, Executive Search, Contractor Management & Payrolling, Global Mobility or Consultative Workforce Solutions
All this is further enhanced by the unrivalled expertise of our specialist teams who completely understand – and can foresee – the unique commercial challenges that can arise within particular sectors and territories.
We speak the language of the energy industry and always seek a deep and genuine understanding of your requirements. This is the key to increasing your business productivity, by providing you with highly skilled professionals in a timely manner – and acting as your brand guardian throughout.
The flexibility of our business model means you can confidently outsource your talent acquisition function entirely to us – or we can complement your project or HR team with our services.
We are always more than happy to discuss your specific requirements in complete confidence, to demonstrate how we can add real commercial value to your business and increase your productivity.
Our network of skilled professionals is constantly evolving and expanding. Through our innovative use of social media, online advertising and the latest in database technology, we build positive engagement with millions, not thousands, of potential candidates.
Of course, in many territories, word of mouth is still the best way to connect, and we work hard to maintain referrals and recommendations from both clients and candidates.
To have an initial, confidential discussion, please contact us here.
Our dedicated Contract Hire service provides a fully compliant solution, in all territories.
A new permanent hire is a significant commercial investment. Getting it right first time is crucial to your business success – and you can rely on Petroplan to do just that.
We know that executive talent acquisition is a critical investment that requires a highly strategic approach coupled with complete discretion.
Petroplan have the knowledge, experience and personal approach to guarantee full contractor support and compliance across all the territories in which we operate.
We make sure we take care of all contractor pre-assignment and mobilization requirements, as agreed with you at the start of our partnership together.
Our exclusive, bespoke workforce solutions service is tailored exactly to support your requirements, however complex.
“Traditional business structures often have a definite divide between sales and operations. Petroplan’s Business Support function is different, and the expectation of this function is that Business Support operates alongside the Sales side of the business driving exceptional service and support. At the heart, it’s all about providing a personal service and building relationships, irrespective of which stakeholder you are working with.”
Helen Fowler, VP – Global Business Support
In the ever-evolving landscape of global business, adaptability and innovation remain the cornerstones of success. Recognising this, Petroplan is thrilled to announce a paradigm shift in its Contracts and Mobilisation team, symbolising a profound commitment to progress, efficiency, and enhanced customer experience. This transformative journey encompasses a change in the traditional customer service practices, a refined role definition, and a renewed focus on client-centricity – both internal and external.
Starting July 1st, the Contracts and Mobilisation team embraced its new identity as the Global Business Support team. This change signifies a shift in mindset and approach. The team's core objective remains steadfast: to facilitate the onboarding process with unparalleled efficiency and compliance. Yet, now it aspires to be more than just a support function; it aspires to be a proactive partner, delivering exceptional value across the full cycle of talent acquisition.
Leading this transformative journey is Helen Fowler, who now assumes the role of Vice President, Global Business Support. Helen's ascendancy to this pivotal role is not just a change in leadership; it's a testament to Petroplan's commitment to placing the right people in the right positions. With an extensive understanding of Petroplan's ethos and operations, Helen is armed with a profound insight that only comes from being part of the organisation's fabric.
Helen explained to us the rationale behind this innovative shift:
“The rationale behind building a Global Business Support function is to have a team that are fully aligned to Petroplan’s values and culture, with a common purpose and goal, resulting in the provision of exceptional service and support to our contractors, clients, and co-workers consistently across each region of the business. We want our contractors and clients to be immersed in Petroplan’s Culture.
The Business Support Managers and Business Support Consultants within this function are in many ways the ‘First Responders’ and ‘Care Givers’ of our business, internally to our recruitment team and externally for our contractors and clients. “
“Internally the Business Support team will collaborate with our recruiters and their clients before contractors are onboarded, understanding our clients’ needs at the time of engagement ensuring our onboarding process aligns with our clients’ requirements.
Taking a caring and consultative approach, the Business Support team are fully responsible for walking our contractors through the entire onboarding process, to ensure they are ready to start their assignment with confidence.
The relationship doesn’t end there, the Business Support team will take a proactive approach and continue to maintain a relationship with our contractors throughout their assignment, helping at any time. They are also ready to support our clients, handling and fielding issues and queries to ensure client needs are taken care of professionally and efficiently. It’s all about continuing to provide a premium service and building ongoing relationships.”
Flexible Approach, Common Goal
Petroplan’s Business Support team spreads across 7 time zones – from Calgary to Malaysia. “Whilst we are striving to achieve common goals, it’s important to remember that one size doesn’t fit all, and the approach and journey to reach a common goal might look different from one region to another, depending on the size and culture of the team and the maturity of the region with respect to processes, procedures and infrastructure already in place.”
Helen and her team realise the challenges arising from different regions, cultures, projects and requirements and are determined to provide tailored solutions while ensuring an overall high quality service.
Helen’s leadership prowess is not limited to her technical competence; it's underpinned by a deep-seated belief in the essence of compliance and customer service and a strong commitment to consistency and excellence. Helen's alignment with Petroplan's ethos is a catalyst for this transformation.
“I am thrilled and excited for the opportunity to lead this global team. When you introduce common goals, to a group of people who are brought into a global set of values and company culture, you create a sense of overall purpose. This opens the gateway for engagement and collaboration which will lead to the team feeling like they are part of something great. The success of this global Business Support function will come down to the simple fact that I have a team of amazing individuals who are committed to embracing new challenges, willing to step out their comfort zone and stretch themselves to new capabilities.”
With dedicated Business Support Managers and Consultants in every region, Petroplan's Global Business Support team is poised to redefine quality in customer service. This transformation isn't just about functional efficiency; it's about instilling a sense of partnership and trust, about Petroplan's commitment to progress, customer-centricity, and compliance. It's about being more than just a facilitator; it's about being an enabler of Petroplan's vision, both for the organisation and its clients.It’s Petroplan’s promise to empower excellence in every endeavour.
Dean joined Petroplan as the pandemic was coming to an end and has been responsible for reinvigorating the UK recruitment team. He was the obvious choice to lead the newly formed Europe & Africa Region.
With his extensive experience and people-centric approach to management, Dean is already making a significant impact in his new role. Our latest blog explores Dean’s leadership style, his focus on renewables projects, and showcases his dedication to promote a positive work environment in the pursuit of growth.
People-centric approach to Management
Dean’s people-centric approach to management became immediately obvious as soon as we started our conversation. He understands that a motivated and engaged workforce is vital to achieve long-term success. He prioritises building strong relationships with his team members, fostering open communication, and empowering individuals to take ownership of their work. “When you lead a big team of people, they need to feel empowered to contribute to the decision-making process. I aim to provide them with an open forum where they can contribute their ideas about the way the business is run”, he says.
Dean believes in creating a supportive and inclusive work culture where employees feel valued and inspired to contribute their best. By investing in professional development and recognising achievements, he encourages personal growth and cultivates a sense of loyalty among the workforce.
Servicing Europe & Africa’s Renewable Projects
In line with Petroplan's commitment to sustainable energy solutions, Dean has placed a strong emphasis on driving support for renewables projects within the Europe & Africa region. Recognising the global shift towards clean energy, he believes it is important for Petroplan to play its part in the industry's transition.
“Traditional sources of energy have powered our progress and shaped our world. Their significance cannot be understated. Yet, as we look ahead, we must recognise the urgent need to sync our energy systems with the planet's well-being. By embracing renewable energy, we are engaged in a transformative journey, ensuring a brighter and cleaner tomorrow. There are many transferrable skills and acquired knowledge which can be used to create a sustainable energy landscape.”
Under Dean's leadership, Petroplan is rapidly expanding its capabilities in renewable energy talent solutions and project management. By leveraging his team's expertise, he actively seeks out opportunities to collaborate with companies engaged in renewable and clean energy projects. This proactive approach ensures Petroplan can contribute to the growth of the clean energy sector by providing clients with top-tier talent to support their sustainability and commercial goals.
A positive work environment following Regional Restructure
When Petroplan took the progressive decision to restructure its geographic regions to make the most of market synergies, Dean’s 12-year experience in major energy recruitment businesses and his deep knowledge of servicing clients in Europe & Africa were considered great advantages. By streamlining processes, optimising resource allocation, and implementing a robust project management framework, he aimed to create a more agile and responsive team structure.
This new structure has involved investment in market specialists, and alignment of teams with specific industry sectors, such as upstream exploration, downstream operations, and renewable energy projects. His focused approach brings together specialised knowledge and expertise, leading to better client relationships and enhanced delivery of services.
“Great companies are built upon the foundation of exceptional people. At Petroplan, we recognise the value of industry experts who possess not only deep knowledge but also a growth mindset. We understand that investing in the right people is crucial for our collective success and to create a positive work environment. We’re constantly on the lookout for people who embody the spirit of continuous growth and learning. We want them in our team so we can forge together a path of innovation, progress, and success.”
Dean Greenwood's promotion to Regional Manager for Europe & Africa at Petroplan marks a significant milestone in his career. His people-centric approach to management fosters a positive work environment, promoting collaboration and personal growth among employees. His deep knowledge of the business of recruitment and the energy industry is already making the most of Petroplan’s regional restructure, as he has enhances operational efficiency and positions Petroplan for sustained success. Dean's focus on renewables projects underpins his dedication to driving sustainable growth and supports the transition to clean energy.
As he develops his new role, his visionary leadership and commitment to a greener future will undoubtedly continue to inspire his team and ensure Petroplan's involvement in renewable initiatives, solidifying the company's position as a key player in the evolving energy landscape.
When Suzie joined Petroplan, in March 2013, she was just 18 months out of her master’s degree. It all started with a leap of faith – ‘Even though I hadn’t worked in HR before, they recognised that they could train me up and that I had other things to offer in the role.’
She fell right in the deep end from the beginning, with Petroplan introducing a new HR system at the time and her role varying from crafting carefully worded letters to reporting and basic coding (!), she had to learn quickly and immerse herself in all things HR.
Through her can-do attitude and natural curiosity, she gained her seniors’ trust early on and was allowed room to grow and discover more about the business; the people, the needs, the priorities. ‘It was a role that touched every aspect of HR, but also every bit of the business at every level.’
As part of Petroplan’s L&D programme, Suzie was offered to do a CIPD qualification course right at her interviewing stage; 6 months in her new role, and having acquired some practical knowledge, she decided to go for it; she was eligible for a CIPD level 7 diploma – ‘Every weekend would see me studying, learning, trying to absorb all this information so I was ready to pass the exams.’ And she did – with merits and distinctions!
While Suzie was growing professionally, Petroplan was growing along; halfway through her CIPD course and with the addition of a more junior member to the HR team, to cover Petroplan’s expansion needs, Suzie gets promoted to HR Advisor and takes on much of the day to day running of the HR department. Soon after that, Suzie gets a further promotion and becomes Petroplan’s HR Manager.
Having conquered that professional summit, it was time to start planning a personal one. With a slightly difficult start and a lot of support from Petroplan, Suzie becomes a mum for the first time in 2017. The birth of her first child sees her going on maternity leave and questioning her return to work. But Petroplan’s flexible working policy, offers her and her family an alternative solution, suitable to her new lifestyle.
‘The best decision I made was saying ‘yes’ to giving Petroplan two mornings a week after my son was born.’
Suzie gradually increased her hours with Petroplan until the birth of her second child in 2019. With the same high level of support from Petroplan, she came back from her second maternity leave and is now still at two and a half day weeks. This allows her to be with her children while getting involved with very interesting HR projects at Petroplan, like the roll out of a new HR system, the design and implementation of a global well being programme or the editing and circulation of Petroplan’s monthly People News. Suzie also finds time to volunteer with her local church – a precious commitment that so agrees with her character.
‘I feel so fortunate to have this balance, where I have my family life, my volunteering life and my work life…and I give a good amount of time to each thing.’
When discussing the future, she feels hopeful and optimistic; she loves the balance that she’s been allowed to achieve and is confident that, with her children growing up, she’ll still be able to enjoy professional progression without missing out on the dear family moments.
‘One thing I've learned in the past five years is that I don't have to give every waking minute and I don't have to work full time in order to grow a career.’
The flexibility, support and understanding she’s experienced so far has made her want to take a personalised approach to her interactions with the Petroplan people. As Global HR Manager, she has to deal with many difficult situations in people related matters and find a resolution which will suit both the individual and the business.
‘If you take the time to understand what the individual needs and what the business needs in detail, you can start to come up with a solution that works well for both; we won’t get it right every time…but it’s important to be honest with people and take time to explain and get them involved in the decisions.’
Her biggest lesson learnt so far and the advice she’d give to anyone starting out would be to set clear boundaries; to love the work you do but not let it creep into your personal life. To find something you love to do outside of work which will allow you to recharge and clear your mind.
Suzie loves people, words, and exciting new projects; she loves her job, her family and her volunteering work.
Suzie is an achiever, a thinker, and an objective advisor; she’s a professional, a working mum, a giving individual and Petroplan is her home!
Valentina Bini is a ball of energy. She sits at the Petroplan conference table, a brightly lit room with large windows looking out over west Houston’s energy corridor, looking like she might jump out of the seat at any moment.
“The year has gone by so fast,” she says, looking like the completion of her first twelve months at Petroplan has genuinely surprised her.“I didn’t think I’d have done so many different things so soon after joining this team.”
Valentina began her recruitment career five years ago, after graduating from UH with a bachelors in psychology.
“It’s been a particularly challenging time for recruiters everywhere,” she says.
“The pandemic dominated so much of the landscape for all of us, and for the customers we serve. It was draining in a lot of ways. Now that period is behind us, there’s this huge swell of energy in the industry, and so much activity going on.”
The statistics back this up. According to government data, overall labor force participation is back to its pre-pandemic forecasted level, and the closely-watched prime-age labor force participation rate is now a shade above pre-pandemic levels.
Over the past 12 months, the market has seen a net gain of more than four million jobs, averaging around 350,000 new jobs gained, per month. This has left unemployment at a decades-long low. Filling these jobs represents a huge challenge in such a competitive market, especially in clean energy where skills are in relatively short supply.
When asked about her approach to recruiting, Valentina explains that she looks for several key qualities in a candidate. She looks for candidates who have the right skills and experience for the role, as well as a strong work ethic, excellent communication skills, and the ability to work effectively in a team. She also looks for candidates who are passionate about their work and are committed to driving success for themselves and others.
“We have to look beyond the candidates’ hard skills to work out if they’re a genuine fit for the company they’re joining,” she says.
The daughter of an expat, she spent her childhood in seven different countries, thriving amid the change and the constant exposure to new cultures. She brings this experience into her job.“Culture is so important, particularly now that so many teams are working remotely and are separated from each other day to day.”
Valentina has adapted to a wide range of recruiting activities in engineering and oil and gas. The variety has clearly made her job quite challenging, but she focuses on the human elements of the recruiting task.
"I enjoy getting to know my clients and candidates on a personal level. It helps me to understand what motivates them and what they're looking for in a role,” she says.
“Valentina has been an asset to our team since she joined us a year ago,” says Craig McConochie, Petroplan’s Country Manager in the US.
“Her dedication to finding the best people, whatever the discipline, has made her hugely successful, and our clients appreciate the results they see.”
Outside work, Valentina is an avid cook who loves to experiment with different cuisines. Her parents are Indian and Italian, which has influenced her cooking style.
"I love trying out new recipes and experimenting with different flavors. Cooking is a creative outlet for me, and I find it very relaxing."
After a few very confident photographs, she leaves as quickly as she arrived, back to the team, and to the open job list.
As the world continues to experience the effects of climate change, governments and organizations have made a lot of noise about reducing their greenhouse gas emissions and transition to cleaner forms of energy. How much of the talk turns into action will be critical for the future of our industry and our world.
Arash Roknian is leading Petroplan’s Clean Energy business in the US, as it becomes a larger part of the organization’s overall business model.
“As a recruiter, I’m drawn to clean energy because it represents a huge opportunity for innovation and economic growth,” says Arash.
“The clean energy sector is one of the fastest-growing industries in the world, with tremendous potential for job creation and economic development.”
Arash acknowledges that the pace of change can never be fast enough, given the urgency and what’s at stake.
“When we look at the progress that has been made so far, as well as some of the challenges that remain, it’s clear there’s a long way to go.”
One of the most significant signs of progress has been the rapid growth of renewable energy sources. According to the International Energy Agency, renewable energy sources such as wind and solar power accounted for 72% of global electricity generation capacity additions in 2020. This number continues to grow.
In fact, renewable energy sources are now the second-largest source of electricity worldwide. This growth has been driven by falling costs and government incentives, as well as increasing awareness of the need to address climate change.
Another positive development has been the increasing adoption of electric vehicles. While it’s still a small percentage of the overall vehicle market, sales of electric vehicles have been growing rapidly in recent years.
“We’re looking at up to 25% of new cars being electric by 2025,” Arash says.
“This growth is expected to continue as more automakers introduce new electric models and governments implement policies to encourage their adoption”
Despite these positive developments, there are still significant challenges in the energy transition. While renewable energy sources are growing rapidly, they still only account for a small percentage of total energy consumption.
“Another challenge is the need to upgrade and modernize electricity grids,” he says.
“Renewable energy sources such as wind and solar power are intermittent, meaning that they are not always available when needed. This requires a flexible and resilient electricity grid that can balance supply and demand in real-time.”
A major aspect of his team’s current activities is Hydrogen, where the US is making a huge push in development.
“It is a particularly exciting energy source for a number of reasons, including its high energy content, its versatility, and its potential to be produced from renewable sources.”
Hydrogen has a very high energy content per unit of weight, making it an extremely efficient fuel. It has three times more energy per unit of weight than gasoline, and when burned, it produces only water vapor as a byproduct. This makes hydrogen a very clean-burning fuel, with no emissions of pollutants or greenhouse gases.
Hydrogen is a very versatile energy source. It can be used in a variety of applications, including fuel cells for vehicles and power generation, industrial processes, and heating. It can also be used as a feedstock for the production of chemicals and other materials.
Hydrogen also has the potential to be produced from renewable sources such as solar, wind, and hydro power through a process called electrolysis. This involves using electricity to split water molecules into hydrogen and oxygen. When renewable energy is used to power the electrolysis process, the resulting hydrogen is completely carbon-free and emits no greenhouse gases.
Despite these challenges involved in production and storage, there is growing excitement around its potential as a clean, versatile, and efficient fuel.
Finally, there is the challenge of ensuring that the energy transition is equitable and just.
“The shift to renewable energy sources has the potential to create new jobs and economic opportunities, but it also has the potential to disrupt existing industries and communities. It is important that the transition is managed in a way that takes into account the needs and concerns of all stakeholders, including workers in the fossil fuel industry.”
Arash himself has been working in recruitment for ten years. After beginning his career in London, he transitioned to Houston four years ago, looking to take a role in one of the key battlegrounds of the energy transition.
“As a millennial, I’m acutely aware of the urgent need to address climate change and transition to a more sustainable, clean energy future. For me, working in clean energy is not just a job, it's a way to make a real difference and help build a better world.”
“Finally, I am drawn to clean energy because it offers the opportunity to work with a diverse range of people from different backgrounds and disciplines. The transition to clean energy is a complex, interdisciplinary challenge that requires collaboration and cooperation across a wide range of fields, from engineering and science to policy and finance. I believe that diverse teams are more innovative and effective, and I am excited about the prospect of working with people from different backgrounds and perspectives to find creative solutions to the challenges of the clean energy transition.”
The renewable energy sector will continue to grow in the coming years, with the potential to create up to 42 million jobs globally by 2050. However, this growth will depend on supportive policies and investment in the sector, as well as the continued development and deployment of renewable energy technologies.
“We’re all excited about the possibilities. We just need to make sure we’re moving fast enough.”