Lets Talk Talent Humber Region Challenges and Enablers to Unblock - - PowerPoint PPT Presentation

Grimsby ▪ Immingham ▪ Hull ▪ Goole

Jane Spencer Regional Head of HR, ABP 14th October, 2016

Let’s Talk Talent –

Humber Region Challenges and Enablers to Unblock the Pipeline

Introduction

• 60 Seconds about my career path
• ABP and our local challenges
• About the LEP Recruiters Forum
• Talent attraction and retention in the Humber – the general consensus
• An innovative approach to unblocking the pipeline

60 Seconds

Not a typical career path - So how did I get here?

12 16 17 21 42 43 Time Now

BAE Roles

• QA - junior
• Lean
• Engineering
• Project

Management

• HR
• Redundancy

Education

• ONC/HNC
• MBA
• APM
• MSc HRM
• CIPD

Fellow

• PTTLS

Level 5

Age

The Humber is the UK’s trading gateway

• The front door of the Northern Economic

Powerhouse – Energy Estuary

• Circa. 1000 staff – half that of ABP
• Handles 16% of UK maritime trade

– 86 million tonnes of cargo (2015) – 700,000 cars handled on the south bank

• Circa. 40,000 shipping movements per

annum & generates 25% of UK rail freight

• Over 1 million P&O passengers annually
• Handles 400kT of flour = 4m loaves
• Supporting 24,000 regional jobs, £2.2bn

into the local economy

• World’s biggest Biomass handler (4MT)
• 1st Marine & Pilotage Apprenticeship scheme
• Our port operatives can handle 40 tonnes of

paper in a day, enough paper to print 1 in 5 books sold in the UK every week

Troon Ayr Silloth Barrow Fleetwood Garston Newport Cardiff Swansea Port Talbot Barry Teignmouth Plymouth Southampton Ipswich Lowestoft King’s Lynn Grimsby Immingham Hull Goole

Humber Southampton South Wales Ports Shortsea Ports ABP Port Groups:

Did You Know….?

ABP – Our Internal Challenges

• The ‘North/South’ Divide – achieving a mobile & interchangeable

workforce in the Humber –>The bridge is one of the perceived blockers

• How many people in the audience today are from the South

bank?

• Traffic in and out of Hull ports
• Reduction in Coal Volumes – Life Beyond Coal, future skills mix
• Flexible 24/7 working – myriad of shift patterns and more

inclination for Work Life Balance -> increase in resignations

• Talent Pipeline
• Starved of apprentices – lack of successions
• Aging workforce - how to keep engaged post

retirement

• South Shields nearest Marine College
• Relying on expensive London Head Hunters

South Bank North Bank

About the LEP Recruiters Forum

• Reporting into the Employment & Skills Board – one of eight Humber

employer forums (all interchangeable and complimentary of each other)

• 28 HR/Recruitment/Education leads representing the Humber Business

voice since 2013. 90% of this group struggling to find experienced hires.

• Meets Qtrly, represented at ES&B, shares issues, works on holistic

enablers, identifies synergies for collaboration, works with CIPD & DWP

• Influences and advices LEP and civil servants on employment policies &

strategy

• Drives local economy by feeding into government consultation e.g. Brexit
• Provides real time information on what’s actually happening rather than

what has happened

Did You Know….?

• 65% of our school children will do jobs not yet invented
• Top 10 in demand jobs in 2010, did not exist in 2004
• 15m jobs will be replaced by robots in the next 20 years
• Only 4% of 15 year olds want an engineering or computing career
• Top in demand staff – (1)Eng, Medical, IT, Mngt & Acc’t
• Higher skilled jobs such as management/professional account for 70%
• 20% of UK jobs require less than primary school level qualifications
• More of a move for aptitude/EQ than pure academia/IQ/bad attitude
• 1 in 3 staff are disengaged and looking to move role/company
• Of 3000 companies survey last year, 88% agree school leavers are not work ready

Talent attraction and retention in the Humber

Recruiters Forum - General Consensus

• Regional Skills Hot Spots
• Mechanical Integrity Engineers
• Modular Building Services/Project Mngt
• Heads of Commercial
• Heads of Innovation & Strategy
• Lean experts
• Marine Engineers
• Vehicle Technicians
• Executive Personal Assistants

Other Issues Facing Employers

• School leavers lacking employability, work ethic & social skills
• Negative impact on apprentice attrition levels - they are dismissing themselves!
• 2016/17 intake a particular problem
• Multiple apprentice providers – a move to ‘grow your own’ to ensure quality

and alignment to culture and values from Day 1

• Transient workforce in construction and ports industry – bad habits/cultural

alignment

• Local colleges not in touch with evolving needs of Humber industry
• Sending trainees to Leeds for Construction services & project management qualifications – they are not

coming back

• Sending marine students to South Shields – UK’s biggest Port is Immingham
• Ipswich is the closest Apprenticeship provider for Property/Estate Surveyors – we have 900

acres of potential land development in the Humber!

• Attracting senior leaders to critical roles in the Region – Cash is not working

as the motivator

• Shift Work V’s Work Life Balance

An innovative approach to unblocking the pipeline

• HR to HR collaborative working - LEP Recruiters forum, Siemens, Port Community synergies, HR

Breakfast meetings, CIPD Humber Branch, LMi events, UTC sponsor, City of Culture, Women into Manufacturing/Engineering….

• More coherent early careers strategy – strategic long term partnering with schools, colleges,

academies, UTCs, Universities and ports/logistics training Hubs

• Explore Returnee ship programmes for those 50+ who are driving the job seeker claims up
• Avoid silo company working when recruiting or making redundancies – Create a Local Talent

Retention System – HR1’s skills match to Job Vacancies

• Regional Graduate Rotation programme - the successors for critical Regional leadership roles
• Make Humber and attractive proposition - We have enough engineers, they leave every Monday!
• Be on the front foot with Glassdoor
• Create a diverse workforce – unconscious bias principles explored as part of recruitment strategy

An innovative approach to unblocking the pipeline

• Regional Graduate Rotation programme – How it could look

Example 1st Half Year 1 2nd Half Year 1 1st Half Year 2 2nd Half Year 2 Business A Grad 1 - Finance Grad 2 - HR Grad 4 – Business to advise Grad 3 – Business to advise Business B Grad 3 - HR Grad 1 - PM Grad 2 – Business to advise Grad 4 – Business to advise Business C Grad 4 - Lean Grad 3 - Lean Grad 1 – Business to advise Grad 2 Business to advise Business D Grad 2 – Health & Safety Grad 4 – Health & Safety Grad 3 – Business to advise Grad 1 – Business to advise

Dragons Den style pitch to match grads to a second year plan to match aspirations/preferences i.e. the learning and development, future opps, mobility

Questions