bp at a glance
We deliver energy products and services to customers around the world, and plan to do so increasingly in ways that we believe will help drive the transition to a lower carbon future
Chart
Map of World continents with 3 data series.
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The information in the map above and table below is from three bp reports: the Annual Report 2023, the Tax Report 2023 and the Diversity, Equity and Inclusion Report 2023, and was correct at the time of each report’s publication. Additional information about our organization is from bp.com/whoweare. For the most up-to-date position in relation to bp’s businesses and operations, please refer to bp’s regulatory announcements, press releases and most recent results publications.
bp at a glance: key facts, heading
bp at a glance: key facts, heading
Established
1908
87,800
employees
61
countries
bp at a glance: community, heading
bp at a glance: community, heading
￥117m
invested in local communities
￥151.7bn
payments to partners and suppliers
￥46.2bn
total tax contribution
bp at a glance: who we are, heading
bp at a glance: who we are, heading
41%
of all employees across bp are women
bp’s leadership team comprises
50%
women and
50%
men
Ethnically diverse employees:
30%
US and
31%
UK
bp at a glance: what we do, heading
bp at a glance: what we do, heading
21,100
retail sites and
>29,000
EV charge points
2.3mmboe/d
upstream production
2.7GW
installed renewables capacity
Who we are
Live our purpose
Our purpose
Reimagining energy for people and our planet. We want to help the world reach net zero and improve people’s lives
Our purpose is reimagining energy for people and our planet. We want to help the world reach net zero and improve people’s lives.
We will aim to dramatically reduce carbon in our operations and in our production, and grow new low carbon businesses, products and services.
We will advocate for fundamental and rapid progress towards Paris and strive to be a leader in transparency.
We know we don’t have all the answers and will listen and work with others.
We want to be an energy company with purpose; one that is trusted by society, valued by shareholders and motivating for everyone who works at bp.
We believe we have the experience and expertise, the relationships and the reach, the skill and the will, to do this.
#bpNetZero
Our transformation
From IOC to IEC
Board and leadership team
Find out more about our board and leadership team
Helge Lund, chair
The board
View profiles of bp board members and non-executive directors
Profiles of bp's board members
Helge Lund
Chair
Appointed:
Board: 26 July 2018; chair: 1 January 2019
Board and committee activities:
Chair of the people, culture and governance committee, regularly attends the safety and sustainability, remuneration and audit committees
External interests:
Chair of Novo Nordisk AS
Operating advisor to Clayton Dubilier & Rice
Member of the Board of Trustees of the International Crisis Group
Member of the European Round Table for Industry
Mentor at Chair Mentors International
Nationality:
Norwegian
Career summary
Helge Lund was appointed chair of the bp board on 1 January 2019. He served as chief executive of BG Group from 2015 to 2016, when it merged with Shell. He joined BG Group from Equinor (formerly Statoil) where he served as its president and chief executive officer for 10 years from 2004. Prior to Equinor, Helge was president and chief executive officer of the industrial conglomerate Aker Kvaerner, and has also held executive positions in the Norwegian industrial holding company, Aker RGI, and the former Norwegian power and industry company, Hafslund Nycomed. He worked as a consultant with McKinsey & Company and served as a political advisor for the parliamentary group of the Conservative party in Norway. Prior to joining bp, he was a non-executive director of the oil service group Schlumberger from 2016 to 2018, and Nokia from 2011 to 2014. He served as a member of the United Nations Secretary-General’s Advisory Group on Sustainable Energy from 2011 to 2014.
Skills and experience
Helge’s distinguished career as a leader in the energy industry and his open-minded and forward-looking approach is vital as he leads the board in its oversight of the delivery of bp’s new strategy and net zero ambition. He has deep industry knowledge and global business experience – not only in the oil and gas industry but also in pharmaceuticals, healthcare and construction. His innovative leadership of the board drives cohesion and a strong environment for constructive challenge and oversight as bp works to transform into an integrated energy company.
Murray Auchincloss
Chief executive officer
Appointed:
Appointed CEO: 17 January 2024
Appointed director of the board: 1 July 2020
Nationality:
Canadian
Career
As bp’s CEO, appointed January 2024, Murray leads bp’s strategy – to transition bp from an International Oil Company to an Integrated Energy Company.
Murray joined Amoco in 1992 and then bp when the two companies merged in 1998. He has held senior roles in finance and management – across Tax, Business Development, Mergers and Acquisitions and Performance Management. Murray was chief of staff to the bp CEO from 2010 to 2013. Most recently he has been bp’s chief financial officer and a member of the board of directors. As CFO, Murray led a major modernisation drive in bp finance, including building the financial frame on which bp’s strategy rests.
Skills and experience
Murray drives bp’s strategy to transform bp from an international oil company to an integrated energy company and has extensive experience and knowledge of the energy sector. He provides a deep insight into bp’s assets and businesses through broad experience across the group, extensive financial expertise and experience.
Murray has made great strides in modernizing bp’s financial teams, controlling costs and continuing to deliver transparent financial disclosures to investors and markets.
He has a degree in commerce from the University of Calgary, Canada, and qualified as a chartered financial analyst at the University of West Virginia, US.
Kate Thomson
Chief financial officer
Appointed:
2 February 2024
Outside interests:
Board member of Aker BP since 2016
Member of the European Round Table for CFOs
Main committee member of The 100 Group
Nationality:
British
Career
As bp’s chief financial officer, appointed February 2024, Kate combines financial expertise with strategic vision to support bp’s transformation into an integrated energy company.
Kate joined bp in 2004 and her significant past responsibilities include the roles of group treasurer, group head of tax, and SVP finance – production & operations, before being appointed interim CFO in September 2023.
Kate also serves as a director of Aker BP and is the executive sponsor of the bp working families business resource group for Europe, Middle East and Africa.
Skills and experience
With her deep technical knowledge, a detailed understanding of bp and the energy sector, and a first-class leadership record, Kate is focused on growing bp’s value through safe and reliable financial performance.
Dame Amanda Blanc
Senior independent director
Appointed:
1 September 2022
Board and committee activities:
Member of the people, culture and governance committee and remuneration committee
Outside interests:
CEO of Aviva plc
HM Treasury’s Women in Finance Champion
Principal Member of Glasgow Financial Alliance for Net Zero (GFANZ)
Member of the Association of British Insurers Board
Nationality:
British
Career summary
Amanda Blanc joined Aviva plc as Group CEO in July 2020 having started her career as a graduate at one of Aviva’s ancestor companies, Commercial Union. Amanda held several senior executive roles across the insurance industry, before returning to Aviva as CEO. Amanda was previously the Group CEO at AXA UK, PPP & Ireland and the former CEO of Europe, Middle East, Africa & Global Banking at Zurich Insurance Group. She has also held leadership positions at Groupama Insurance Company and Commercial Union. Amanda was previously co-chair of the UK Transition Taskforce and a member of the Prime Minister’s Business Council.
In 2022, Amanda was included in the Financial Times 25 most influential women of 2022 and in January 2023 named as The Sunday Times business person of the year. Amanda was awarded a Damehood in the King’s New Year Honours in January 2024.
Skills and experience
Amanda brings wide-ranging board experience and industry and regulatory connections, having previously been Chair of the Association of British Insurers. Amanda also combined the experience of leading insurance businesses in the UK and across Europe with being Co-Chair of the UK Transition Taskforce, which was tasked with developing a gold standard for private sector climate transition plans.
Pamela Daley
Independent non-executive director
Appointed:
26 July 2018
Board and committee activities:
Member of the audit and remuneration committees
Outside interests:
Director of BlackRock, Inc
Director of SecureWorks, Inc
Nationality:
American
Career summary
Pamela Daley joined General Electric Company (GE) in 1989 as tax counsel and held a number of senior executive roles in the company, including senior vice president of business development from 2004 to 2013 overseeing a wide range of corporate transactions, and serving as senior vice president and senior advisor to the chair in 2013, before retiring from GE at the end of 2013. Pamela has served as a director of BlackRock since 2014 and of SecureWorks since 2016. She was a director of BG Group plc from 2014 to 2016 until its acquisition by Shell. She was a director of Patheon N.V. from 2016 to 2017 until its acquisition by Thermo Fisher. Prior to joining GE, she was a partner at Morgan, Lewis & Bockius, a major US law firm, where she specialized in domestic and cross-border tax-oriented financings and commercial transactions.
Skills and experience
Pamela is a qualified lawyer with significant management insight obtained from previous senior positions held at companies that operate in highly regulated industries. Pamela has a wealth of experience in global business and strategy gained from over 20 years in an executive role at GE. She also has experience in the UK oil and gas industry from her time served on the BG Group plc board. Pamela contributes important insight to the audit committee from her previous executive experience. In 2019, she joined the remuneration committee, where her understanding of employee and investor perspectives brings value.
Melody Meyer
Independent non-executive director
Appointed:
17 May 2017
Board and committee activities:
Chair of the safety and sustainability and member of the remuneration committee
Outside interests:
Non-executive director of AbbVie Inc.
Non-executive director of Airswift Parent LLC
President of Melody Meyer Energy LLC
Director of the National Bureau of Asian Research
Trustee of Trinity University
Nationality:
American
Career summary
Melody Meyer retired as President of Chevron Asia Pacific E&P in 2016 after 37 years of distinguished service in key leadership roles in global exploration and production across many operational assignments, projects and technology. Melody is an advocate for the advancement of women in energy as the prior executive sponsor of the Chevron Women’s Network, a member of the advisory board for McKinsey Advancing Women in Energy and through other venues. Melody is a C200 member, and has received recognition throughout her career: by Hart Energy as an ‘Influential Woman in Energy’ in 2018; by Women Inc as one of 2018’s ‘Most Influential Corporate Board Directors’; by 50/50 Women on Boards as an ‘Outstanding Director’ in 2020; and by Transition Economist TE100 as one of the ‘Women of the Energy Transition’ in 2021.
Skills and experience
Melody brings a world-class operational perspective to the board, with a deep understanding of the factors influencing safe, efficient and commercially high-performing projects in a global organization. Her extensive career in the oil and gas industry is predicated on a dedication to excellence, safety and performance improvements. She has expertise in the execution of major capital projects, technology, R&D, creation of businesses in new countries, strategic business planning, merger integration, leading change, and safe and reliable operations. Melody’s vast experience and knowledge in these areas have made her an ideal chair of the safety and sustainability committee, a position she has held since November 2019.
Tushar Morzaria
Independent non-executive director
Appointed:
1 September 2020
Board and committee activities:
Chair of the audit committee and interim chair of the remuneration committee
Outside interests:
Non-executive director of BT Group plc
Non-executive director of Legal & General Group plc
Nationality:
British
Career summary
Tushar Morzaria is a chartered accountant with over 25 years of strategic financial management, investment banking, operational and regulatory relations experience. He was group finance director and a member of the board of Barclays PLC, the British universal banking and financial services company, before stepping down in April 2022. Prior to joining Barclays in 2013, Tushar held various senior roles at JP Morgan including the CFO of its Corporate & Investment Bank at the time of the merger of the investment bank and the wholesale treasury/security services business. Tushar is currently a non-executive director of Legal & General Group plc, the British multinational financial services and asset management company and a non-executive director of BT Group plc, the British multinational telecommunications company.
Skills and experience
Tushar’s experience as group finance director of Barclays PLC gives him a breadth of knowledge and insight into financial, tax, treasury, investor relations and strategic matters, which provides benefit to Tushar’s role as the audit committee chair. He has strong experience in delivering corporate change programmes while maintaining a focus on performance.
Hina Nagarajan
Independent non-executive director
Appointed:
1 March 2023
Board and committee activities:
Member of the audit and people, culture and governance committees
Outside interests:
Managing Director and Chief Executive Officer of United Spirits Limited (Diageo India)
Member of the Global Executive Committee of Diageo plc
Board member of The Advertising Standards Council of India
Director and Co-chair of International Spirits and Wines Association of India
Nationality:
Indian
Career summary
Hina Nagarajan has been the Managing Director and Chief Executive Officer of United Spirits Limited (Diageo plc’s listed Indian subsidiary) since July 2021. Hina is also a member of the Board of The Advertising Standards Council of India and is a Director and Co-chairperson of International Spirits and Wines Association of India. Prior to joining Diageo, she spent over 30 years in the FMCG industry and held several leadership positions at Reckitt, Mary Kay India and Nestlé India.
Within the last five years, Hina has been a non-executive director at two other companies which were publicly quoted during such time: Guinness Ghana Breweries Plc and Seychelles Breweries Limited.
Skills and experience
Hina has a proven track record in business transformation and development in complex emerging markets. In particular, she brings deep and wide-ranging experience in customer-focused FMCG businesses, an area of increasing strategic importance for bp. Hina has extensive experience in assessing climate-related risks and opportunities from oversight of sustainability initiatives. The board will benefit greatly from her insights and experience.
Satish Pai
Independent non-executive director
Appointed:
1 March 2023
Board and committee activities:
Member of the safety and sustainability committee
Outside interests:
Managing Director of Hindalco Industries Limited
Director of Novelis Inc.
Non-executive director, Aditya Birla Management Corporation Ltd
Director, Indian Institute of Metals
Nationality:
Indian
Career summary
Satish Pai has been Managing Director of Hindalco Industries since 2016 and Chief Executive Officer of their Aluminium Business since 2013 and leads Hindalco’s Sustainability Board. Before joining Hindalco Industries, Satish had been with Schlumberger for 28 years in a range of engineering and management roles, including executive vice-president, worldwide operations.
Skills and experience
Satish is an accomplished and transformative executive with broad experience in operations and technology management in both resources and energy industries. The board will also benefit from his strong digital capability and experience.
Karen Richardson
Independent non-executive director
Appointed:
1 January 2021
Board and committee activities:
Chair of the digital advisory council and member of the audit committee
Outside interests:
Partner at Artius Capital Partners
Non-executive director (lead independent director) of Exponent, Inc.
Nationality:
American
Career summary
During her 30-year career in the technology and software industry, Karen has held senior operating roles in the public and private technology sector. She was vice president of Sales at Netscape Communications Corporation from 1995 to 1998 before embarking on several senior executive roles at E.piphany from 1998, including chief executive officer from 2003 to 2006. In 2011 she became a non-executive director of BT plc where she served for seven years. She also served as a director of Worldpay Inc. (Worldpay Group plc) between 2016 and 2019 and was chair at Origin Materials Inc. between 2021 and 2024. Karen returned to the board of Exponent Inc. as director in early 2023.
Skills and experience
Karen’s 30 years’ experience in the technology industry means that she brings exceptional knowledge of digital, technology, cyber and IT security matters from working with innovative companies in Silicon Valley. Karen is considered to have the necessary skills and experience to help drive strong performance, in particular across the growth businesses of Convenience & Mobility and Gas & Low Carbon Energy.
She holds a Bachelor of Science degree in Industrial Engineering from Stanford University and was awarded distinctions from the Stanford Industrial Engineering Department and the American Institute of Industrial Engineers.
Johannes Teyssen
Independent non-executive director
Appointed:
1 January 2021
Board and committee activities:
Member of the safety and sustainability and people, culture and governance committees
Outside interests:
Senior advisor to Kohlberg Kravis Roberts
President of Alpiq Holding Ltd
Senior advisor to Viridor Limited
Nationality:
German
Career summary
Johannes began his professional career at VEBA AG in 1989 (merged with VIAG AG in 2000 and renamed to E.ON AG and even later to E.ON SE). There he held a number of leadership positions across Legal Affairs and Key Account Sales. In 2001 Johannes became a member of the Board of Management of the E.ON Group’s central management company in Munich. In 2004, he was also appointed to the Board of Management of E.ON SE in Düsseldorf and later went on to become vice-chair in 2008 and CEO in 2010. He was President of Eurelectric from 2013 to 2015 and the World Energy Council’s vice-chair responsible for Europe between 2006 to 2012. Johannes was a member of the Supervisory Board of Salzgitter AG between 2006 and 2016 as well as Deutsche Bank AG between 2008 and 2018. He is a senior advisor to Kohlberg Kravis Roberts (KKR) for their European infrastructure and impact interests and was appointed as president and chairman of the board of Alpiq Holding Ltd, a leading Swiss energy company (power generator and trader). Since 2022 he also works as Senior Advisor of Viridor Limited (non-listed UK energy from waste company).
Skills and experience
Johannes brings exceptional experience and deep knowledge of the sector and its continuing transformation. His skill set further diversifies and strengthens the overall demographic and attributes of the board. His experience in the energy sector is a key asset for the entire board which enhances its ability to support and oversee the delivery of bp’s new strategy. Johannes has a doctorate in law from the University of Göttingen.
Ben Mathews
Company secretary
Murray Auchincloss, CEO
Leadership team
Our team, their roles and responsibilities
Appointed:
7 May 2019
Nationality:
British
Career summary
Ben joined bp as Company secretary in May 2019. He is co-chair of the Corporate Governance Council of the Conference Board and is a Fellow of the Chartered Governance Institute. Ben serves on the executive committee of the Association of General Counsel and Company Secretaries of the FTSE 100 (GC100), having previously served as its chair for four years.
Ben’s global Company Secretary Team is responsible for providing independent advice and support to the plc board and the boards of all other legal entities in the bp group. The Team's vision is to enhance stakeholder value through dynamic corporate governance.
Former appointments include Group Company Secretary of HSBC Holdings plc and Rio Tinto.
Governance
Discover the framework and principles that form our system of governance
Corporate governance
bp’s corporate governance framework has a significant role enabling us to fulfil both our purpose – reimagining energy for people and our planet – and our net zero ambition.
The board has defined its responsibilities and an additional range of matters on which decision-making is reserved to itself – both of which are set out in its terms of reference. Click on the icons in our governance framework below for full details.
RoleThe role of the board of directors of the company (the board) is to promote the long-termsustainable success of the company, generating value for its shareholders whilst having regard toits other stakeholders, the impact of its operations on the communities within which it operatesand the environment. The company’s success is dependent upon effective and entrepreneurialleadership by the board, establishing its purpose, strategy and values1 and doing so within aneffective system of internal control, being bp’s risk2 management and internal control framework.
Membership
The board will comprise a mix of individuals with an appropriate balance of skills, knowledge,independence and experience, promoting diversity, inclusion and equal opportunity, recognizingthe advantages of diversity in its broadest sense.
The tenure of individual directors will be based on their contribution, the exercise of independentjudgement and the need for alignment of the skills and capabilities of the directors with the strategicdirection of the company. Consideration will also be given to the length of service of the board as awhole and the need for regular refreshment.
At least half of the directors, excluding the chair, will comprise non-executive directors who aredetermined by the board to be independent in character and judgement and free from anybusiness or other relationship or circumstance which could materially interfere with the exercise oftheir judgement.
The board will be of a size which enables the full engagement of all the directors. The number ofdirectors will not exceed the limit provided for by the company’s articles of association.
Meetings
At least six times a year.
Agenda
The agenda will be set by the chair in consultation with the chief executive officer and with thesupport of the company secretary. The chair will engage with the directors in order to determinethe key items for the board’s consideration for the coming financial year.
Company secretary
The company secretary reports to the chair and is accountable to the board. Directors will haveaccess to the advice and services of the company secretary.
The company secretary is responsible for advising the board and its committees on all corporategovernance matters, including (a) board procedures, (b) applicable laws and regulations for theconduct of the affairs of the board and (c) all other matters associated with the effective andefficient operation of the board.
Independent adviceEach director is entitled to obtain independent professional advice where the director judges itnecessary to discharge their responsibility as a director of the company.
Where independent advice is to be sought, the director will first discuss it with the chair, the seniorindependent director, or the company secretary, as appropriate. The company secretary willfacilitate the obtaining of such advice.
Effective 1 January 2025
3 The board retains ultimate responsibility for the assessment and monitoring of culture (even when some aspects have been delegatedto a committee) and should reach its own conclusions regarding the recommendations it receives.
4 Values and behaviours as described within the broader bp culture framework.
5 “Climate-related risks and opportunities”, for these purposes, are explicitly referenced to respond to TCFD’s recommendations andother such disclosure frameworks where applicable.
Conflict with articles
These terms of reference should be read alongside the articles of association and to the extent thereis any conflict the articles shall take precedence.
Responsibilities
The board is responsible for the matters set out below. Other responsibilities, including the reviewand oversight of particular risks as delegated to the board committees from time to time, areset out in the relevant committee’s terms of reference.
1. Establish bp’s purpose, strategy and its values
2.Monitor bp's culture3 and how it has been embedded, including undertaking an annual review,to assess whether it is consistent with bp's purpose, strategy, values and behaviours.
3. Monitor bp’s management and operations and obtain assurance about the delivery of itsstrategy.
4. Establish mechanisms to have meaningful and regular dialogue with the workforce andreview workforce feedback to capture the employee voice in the boardroom.
5. Monitor that workforce policies and practices are consistent with bp’s values1 and support itslong-term sustainable success.
6. Review the mechanisms by which the workforce can confidentially raise concerns and thereports arising from the operation of such mechanisms. Review management’s responses tomaterial matters raised via these mechanisms.
7. Promote effective engagement mechanisms with and participation by shareholders and otherrelevant stakeholders.
8. Establish, maintain and monitor an effective system of internal control, including with respectto climate-related risks and opportunities, reviewing its effectiveness on an annual basis.
9. Establish and oversee the board’s corporate governance framework.
10. Determine the nature, extent, management and mitigation of the principal and emerging risksfacing bp, having considered feedback from the committees of the board.
11. Assess and monitor bp’s principal and emerging risk profile. Oversee bp’s ethics andcompliance programme, including receiving an annual report from the ethics and complianceofficer.
12. Consider the balance of interests between shareholders, employees, and other relevantstakeholders, including receiving reports on the views of bp’s shareholders.
13. Appoint the chair of the board, the chief executive officer, the chief financial officer, the seniorindependent director and the company secretary. Upon the recommendation of the people,culture and governance committee (PCGC), appoint members of the board to boardcommittees.
Effective 1 January 2025
14. Determine, upon review and recommendation by the PCGC, the continuation in office of anydirector or the company secretary (including the suspension or termination of service of anexecutive director or the company secretary as an employee of the company, subject to theapplicable law and their service contract) and the recommendation of any director for electionor re-election by shareholders at the annual general meeting.
15. Determine the independence of directors.
16. Provide all members of the board with appropriate and timely training, both in the form of aninduction programme for new members and on an ongoing basis for all members, includingwith respect to the particular needs and responsibilities of the board committees.
17. Establish and approve the board’s diversity, equity and inclusion policy. Review and approveamendments to the policy proposed by the PCGC.
18. Set the terms of engagement and fee levels for the non-executive directors of the board,other than the chair of the board, for inclusion and approval by shareholders in theremuneration policy.
19. Establish committees of the board consisting of two or more persons, approve their terms ofreference and any changes thereto and receive reports from those committees of the boardon their activities.
20. Undertake a formal and rigorous annual review of the board’s performance, that of itscommittees, the chair and individual directors.
21. Approve the written roles and responsibilities of the chair of the board, the chief executiveofficer, and the senior independent director.
22. Consider and authorise conflicts of interests declared by the directors as permitted by, and inaccordance with, the company’s articles of association.
23. Approve any corrective action that may be required to the directors’ conflicts register uponrecommendation from the PCGC.
24. Approve changes to procedures relating to the directors’ conflicts of interest followingrecommendation by the PCGC.
Matters reserved for the boardThe board of directors of the company delegates day-to-day management of the business of thecompany to the CEO in accordance with such policies and directions as the board may fromtime to time determine, with the exception of the following matters which require approval of theboard:
1. bp’s purpose, strategy and values1 and any changes to them.
2. bp’s annual plan, including capital expenditure budgets and any material changes to them.
3. Any material investment into or establishment of operating activities in a new country or thecessation of all or any material part of bp’s operating activities in a country.
4. The endorsement of any investments, capital expenditure or financial commitments either inexcess of the authority limit delegated to the CEO or inconsistent with the annual plan andstrategy.
5. Any changes to the company’s listing or its status as a plc and any matter concerning thetakeover of the company or merger of the company with any other listed entity.
6. Any changes relating to the company’s capital structure.
Effective 1 January 2025
7. Prosecution, commencement or settlement of litigation or regulatory proceedings involvingamounts in excess of the authority limit delegated to the CEO.
8. The company’s annual report and accounts (including the corporate governance statementand directors’ remuneration report), Form 20F, quarterly reports, any preliminaryannouncement of the final results and such other documents as are required by law orregulation to be approved by the board.
9. The company’s distribution policy.
10. Declaration of dividends or payments to the company’s shareholders.
11. Any changes to the company’s code of conduct.
12. The company’s remuneration policy upon the recommendation of the remunerationcommittee.
13. The introduction of new share incentive plans or major changes to existing plans, to be put toshareholders for approval upon the recommendation of the remuneration committee.
14. Appointment, reappointment or removal of the external auditor to be put to shareholders forapproval in general meeting, following the recommendation of the audit committee.
15. Circulars (including resolutions to be considered at a general meeting), prospectuses andlisting particulars.
16. The rules for dealing in the company’s securities.
17. Transactions between the company and any director or parties related to a director, and anysuch other parties as the board may resolve to be related parties from time to time.
18. Any changes to these terms of referenceThe board’s ways of working
To help the board fulfil its responsibilities consistent with its terms of reference, board meetings are structured around four pillars: strategy, performance, people and governance:
Strategy
Strategy is a core part of the board’s role. Working alongside the CEO and bp leadership team, the board shapes and ultimately sets bp’s purpose, strategy and values. The board reviews and assesses the strategy at board meetings as we work towards delivering our targets and aims.
Performance
bp is committed to performing while transforming. To operate safely and reliably as we deliver on our strategy, the board reviews and seeks assurance of bp’s performance against the strategy and annual plan.
People
The board assesses and monitors bp’s culture to ensure alignment with the company’s purpose, strategy and values. The board recognizes the importance of effective engagement with shareholders and other stakeholders and encourages participation from these groups. This includes seeking meaningful and regular dialogue with our workforce.
Governance
The board requires the CEO to oversee the implementation of a comprehensive system of internal controls and it reviews bp’s internal control and risk management frameworks. The board is accountable for ensuring that the company’s corporate governance is in line with its duties under UK corporate law, the FRC’s Corporate Governance Code, bp’s articles of association and its internal governance structure.
As part of the governance structure and in accordance with the Corporate Governance Code the board has documented the responsibilities of the chair of the board, the CEO and the senior independent director. These can be found below:
Board diversity, equity and inclusion policy
The board believes that better decision-making and better overall outcomes can be achieved when people from different backgrounds with different perspectives come together with a common ambition.
Our organization
bp has three main businesses – production & operations, gas & low carbon energy and customers & products – enabled by supply, trading & shipping
Woman wearing hard hat looking at operations site
Production & operations
We find and develop hydrocarbon resources, operate oil and gas production assets, as well as refineries, pipelines and terminals around the world
Solar panels
Gas & low carbon energy
Combining and integrating our heritage natural gas capabilities with significant growth in low and zero carbon businesses and markets
Woman and child next to an EV
Customers & products
We innovate with new business models and service platforms to deliver the future of mobility, energy and services for our customers
Woman looking at digital information
Technology
Driving digital and innovation with our science, engineering, and digital capabilities
Strategy & sustainability identifier
Strategy, sustainability & ventures
Defining and accelerating the delivery of our strategy, while engraining sustainability in our business and promoting ethics and compliance across the organization
View from onboard the oil tanker British Renown
Supply, trading & shipping
We connect energy producers, suppliers, markets and customers to keep energy flowing today and help build out tomorrow’s energy system
Careers
bp is a global organisation on a transition from an international oil company to an integrated energy company. Whether you’re an experienced professional, graduate, or a student, the work you do here will play a role in helping us achieve net zero by 2050 - or sooner
Students smiling taking a group photo
Students and graduates
Fresh challenges, thinking and opportunities: you’ll find them all at bp. And with specialist training and mentorship schemes, you’ll have all the support you need to grow, progress, and find the role you’ve been waiting for
Professionals
With impressive learning opportunities and flexible working policies, you can shape your career at bp. And one thing is certain. We’ll be with you every step of the way
Workers at a bp refinery
Contingent workers
The expertise of our contractors (contingent workers), consultants and short-term workers is vital to help us transition from an international oil company to an integrated energy company
Search and apply
bp is a global company that offers a world of opportunities for both professionals and graduates. You can expect world-class training, the flexibility to realise your full potential and a reward and benefits package that we believe is second-to-none
Useful materials
Application process
We’ve looked at our application process and listened to feedback from candidates tomake applying for a job at bp as simple and straightforward as possible. Of course,will vary slightly based on your experience, field of expertise and regionyou are applying to – but here are the three main steps once you have searched forand found a suitable role:
Step 1
Application and early stages in the recruitment process
Step 2
The final stage in the assessment process
Step 3
Offer and onboarding
Helpful tips
Make sure your CV/resume is up to date.
When you set up your account, register for job alerts – each time a role becomes
available that fits the criteria you specify, you’ll be automatically emailed.
Do make sure that you tailor your application for a role, that way you will receivejobs that fit your job search specification. Also, be certain to answer the questionsin the applications as fully as possible as this will help our specialist recruitmentteam.
It is absolutely essential that you complete your application form accurately andtruthfully, including, if asked, all exam or module marks, dates and gradesachieved. We often have to check these, so please be honest and up front withus.
Preparation is always key. Visit bp's website, Facebook, LinkedIn, Instagram andYouTube pages and do some research on us. We are very active on our socialmedia channels. A job interview should be a two-way conversation and a two-wayassessment, so you need to know as much as possible about us, the companyand the role you’re applying for.
We will do our best to respond to your application, but we can’t guarantee anexact turnaround time – but our commitment to you is that we will get back toyou as soon as we possibly can.
Finally – don’t be discouraged if you aren’t successful on your first application.
We encourage you to keep checking the job alerts you have set up, make sureyour searches are as accurate as possible and carry on conducting your researchon bp - you never know what you might learn which may come in handy later on.
What is competency-based interviewing?
bp uses competency-based interviewing to identify capableindividuals who can contribute to bp’s success. These interviewsfocus on how you have applied your skills and experiences toparticular work situations.
Why does bp use a competency-based approach?
A competency-based interview process provides interviewers with away to obtain information about skills that are best explored duringan in-person discussion. Gathering detailed information about theseskills generally helps interviewers identify candidates who are morelikely to be high performers.
What can I expect during the interview process?
Trained interviewers will conduct the bp interviews and guide youthrough the process. Typically, the interview will last approximatelyninety minutes and is conducted by individuals from the relevantproject or program. The interviewers will ask you a set of questionsdesigned to measure the competencies important to the role forwhich you are applying.
What should I do during the interview?
You likely will be more successful in the interview if youRelax and answer the questions honestly.
Take time to think about a question before you answer it.
Ask the interviewer for clarification if you don’t understand aquestion.
Answer the questions by using examples of your own past
experiences within a workplace environment.
How should I prepare for the competency-based interview?
You should try to use the STAR technique when considering youranswers to the competency questions. The acronym STAR stands
for:
Situation
Task
Action
Result
Our ‘who we are beliefs’ are:
Live our purpose
Play to win
Care for others
Interviewing at bp
The information in this guide will explain what you can expect during an
interview with bp and provide you with tips on how to best prepare.
About bp
For further information on working for bp please visit our careers website or our
Facebook and LinkedIn pages.
bp ‘who we are’ and how we workOur ‘who we are’ beliefs are live our purpose,play to win and care for others. These threesimple beliefs inspire each of us at bp to be ourbest every day. We believe that bringing to lifeall three of these beliefs will give us the energyand drive to deliver our purpose and ambition.
We look for evidence of these behaviors in allour new hires and use this as an important partof the selection process.
Further information
For further information, please visit our page on the application process andinterview tips. This will help you prepare for the interview. If our website does notprovide you with the answer to your question, please contact your recruiter orresourcing coordinator.
Guidance on competency-based interviewing
It is a universally recognized communication technique designed to enable you toprovide a meaningful and complete answer to questions asking for examples. Atthe same time, it has the advantage of being simple enough to be applied easily.
Situation or Task
Describe the situation that you were confronted with or the task you needed toaccomplish. With the STAR approach you need to set the context. Make it conciseand informative, concentrating solely on what is useful to the story.
Action
This is the most important section of the STAR approach as it is where you need todemonstrate and highlight the skills and personal attributes that the question istesting. Now that you have set the context of your story, you need to explain what
you did. In doing so, you need to remember the following:
Be personal, i.e. talk about you, not the rest of the team.
Go into some detail. Do not assume that they will guess what you mean.
Steer clear of technical information, unless it is crucial to your story.
Explain what you did, how you did it, and why you did it.
What you did and how you did it
The interviewers will want to know how you reacted to the situation. This is where
you can start selling some important skills. For example, you may want to describe
how you used your communication skills to keep everyone updated on progress.
Why you did it
For instance, when discussing a situation where you had to deal with conflict, some
candidates might simply say: “I told my colleague to calm down and explained to him
what the problem was.” However, this would not provide a good idea of what drove
you to act in this way. By highlighting the reasons behind your action, you would
make a greater impact.
For example: “I could sense that my colleague was irritated and I asked him gently totell me what he felt was the problem. By allowing him to vent his feelings and anger, Igave him the opportunity to calm down. I then explained to him my own point of viewon the matter, emphasizing how important it was that we found a solution thatsuited us both.”
This revised answer helps the interviewers understand the thought process behindyour actions. It also reinforces the feeling that you are calculating the consequencesof your actions, and retaining full control of the situation.
Result
Explain what happened eventually. Also, use the opportunity to describe what youaccomplished and what you learned in that situation. This helps you make theanswer personal and enables you to highlight further skills. This is an important partof your answer. Interviewers want to know that you are using a variety of generic
skills to achieve your objectives. Therefore you must be able to demonstrate in your
answer that you are taking actions because you are trying to achieve a specific
objective – the result is not simply by chance.
Telephone interviewing
For many candidates, a phone interview can be one of the most daunting parts of theapplication process. Knowing how to make a good impression, especially when you
can’t see the person you’re trying to impress, can be a real challenge. Here are sometop tips to help you handle your telephone interview with confidence.
Try a dry run. There are so many ways to record yourself these days that it’s aneasy way to check how you sound to others. Do you sound confident and wellinformed? Can you explain yourself clearly and succinctly? Ask a family member,friend or colleague to run through some questions and play your answers back.
Smile as you dial (really, this works!). A smiling voice sounds positive and upbeat,coupled with great energetic body language will ensure that you come acrosspositively over the phone.
Be in the right place. Find a quiet spot somewhere with no distractions, to giveyourself the best chance, you need to be focused on the task at hand.Make sure if you are using your mobile for the call that you have good signal anda full charge.
Remember to breathe and try to keep your speaking pace steady. We’ll try tomake the discussion as relaxed as possible, but nerves can get the better of usall, and sometimes this can lead to speaking really quickly or sounding like you aremumbling.
Give the interviewer a chance too! On a telephone interview, there’s a tendencyto speak-over and interrupt. It’s probably nerves – so bear this in mind, and keepcalm.
A telephone interview is much like a face-to-face interview, by which there will beset questions your interviewer will be looking to cover, be guided by yourinterviewer and the question being asked of you.
Remember to build rapport – a telephone interview is also a great way for you toask us questions, so use it as an opportunity to find out more about if bp is aplace where you would like to work.
Drop us a line. A quick thank you note to your interviewer goes a long way toshow your interest. It’s a quick thing to do and it really does show a positiveattitude.
Candidate top tips
Here at bp, we understand that job interviews can be daunting, but we want toensure that you perform at your very best. We are committed to this principle andthat is why it forms part of our Candidate Charter. The most important point toremember at an interview stage, is that interviews are a two way process. They arealso an opportunity for you to understand if the role and organisation is right for you.
Below are a few suggestions on how to approach your interview with us – for alltypes of interview, whether it is virtual, via the phone or face-to-face.
Try a dry run. There are so many ways to record yourself these days that it’s aneasy way to check how you sound to others and all those funny “ums” and“has” you might be making can, with practice, be avoided. Ask a family member,friend or colleague to run through some questions and play your answers back toyourself.
Smile as you dial (really, this works!). A smiling voice sounds positive and upbeat,coupled with great energetic body language will ensure that you come acrosspositively over the phone.
Be in the right place. Find a quiet spot somewhere with no distractions, to giveyourself the best chance, you need to be focused on the task at hand.
Make sure if you are using your mobile for the call that you have good signal anda full charge.
Remember to breathe and try to keep your speaking pace steady. We’ll try tomake the discussion as relaxed as possible, but nerves can get the better of usall, and sometimes this can lead to speaking really quickly or sounding like you aremumbling.
Give the interviewer a chance too! On a telephone interview, there’s a tendencyto speak-over and interrupt. It’s probably nerves – so bear this in mind, and keepcalm.
Drop us a line. A quick thank you note to your interviewer goes a long way toshow your interest. It’s a quick thing to do and it really does show a positiveattitude.
Telephone interviews
Follow access instructions in your email invite.
Ensure that you have allowed yourself enough time in advance to test your
system and check that your connection, camera and microphone are working
correctly. There will be a link in your invite to do this.
Make sure you run the test on the device you will be using for the videointerview.
If you are having a live interview, try to join early, in case you run into anyunexpected issues.
Make sure you are in a quiet, distraction-free environment.
Remember you are on camera, so try to find somewhere which has goodlighting! Try to avoid having a bright light or a window behind you.
Use headphones with a good microphone to avoid feedback and audio echoes.
Set yourself up on a steady surface, to prevent a wobbly recording and keep yourhead and shoulders in focus on the camera.
Whilst you may be on camera, try to relax and be yourself! Smiling always showsthat you are engaged and it is also proven to help with your own confidence.
Dress for success and build rapport – an interview is still an interview, dress forsuccess, and remember to ask open questions to your interviewer if you arehaving a live video interview. Remember, we want to get to know the real you.
Arrive early – try and give yourself some time to relax before the interview andmake sure you are as calm and prepared as you can be.
Answer questions honestly. Relax, smile, ensure you have good body languageand eye contact but most importantly, just be yourself.
If you don’t understand a question, simply ask the interviewer to clarify, and if youdon’t know the answer be honest. This will help your discussions be moreauthentic and transparent.
Take a moment to really think about the questions that you are being asked anduse plenty of examples from your past experience, from as many different rolesand organisations that you have worked for as possible. Varied and interestingexamples will help enrich your interview dialogue.
Interviews are a two-way process – it’s also an opportunity for you to decide if bpis the right organisation for you.
Ask questions too. It’s not mandatory, but it is an opportunity for you tounderstand any areas you wish to explore further, such as your development, theteam you could be working with and bp as a whole.
On the day
Within our Candidate Charter, we commit to enabling you to take away valuablelearning, whatever the outcome. So where possible we will provide feedback(this can be restricted by location and even local legislation – but our commitmentis to give feedback where we can).
Should you be successful (congratulations!) you will receive an offer. There’smore information on this in our application animation and associateddownloadable documents.
If you are not successful, then we would encourage you to register for job alerts
if you have not done so already and keep in touch! The right role at bp might stillbe waiting for you and we positively welcome re-applicants. Remember - yourrecruiter will be there to support you throughout your interview process journey.
Application process
Delivering a world-class candidate experience starts with transparency of information about what you can expect from the application process
Keep in mind that interviews are a two-way process. We'll ask about your skills and experiences, but interviews are also an opportunity for you to understand if the role and the company are right for you.
We try to make your application process as simple as possible by answering your most frequently asked questions.
Frequently asked questions
Our technical FAQs can help you with login and system issues.
The non-technical items cover general recruitment questions.
bp employees should visit people@bp.
Technical FAQs
Technical
I forgot my password to login to my account
If you can’t remember your password when attempting to login after you've previously created an account, you can click on the ‘Forgotten password' link.
You’ll then be asked to enter your email address and will receive an email with a link to reset your password.
Your account has been temporarily locked
In the event that your account has been locked, this will only last for about an hour.
After this time you will be able to again attempt to enter another password and / or follow the steps to create a new password. Waiting within this timeframe will be the quickest way to gain access to your account.
If I still require further assistance?
If these FAQs do not answer your query, please contact us.
Non-technical FAQs - working at bp
Working at bp
What qualities do you look for in a candidate?
We look for a range of technical skills and qualifications, plus great initiative, communication and teamworking skills, as well as the ability to inspire others.
For senior and managerial positions, you’ll need proven leadership skills. Our values – safety, respect, excellence, courage, one team - define what we expect from our employees and what we aspire to as an organization.
What is the working environment like at bp?
bp is a global organization and each one of our locations is unique. During the interview process, you might visit your potential place of work and meet your new manager who will show you a variety of jobs, career areas, locations, employee profiles and a host of other content that you may be interested in finding out more about.
It's also worth following us on Instagram @life.at.bp and Facebook www.facebook.com/bpcareers, where you will find a range of photos celebrating our culture, colleagues and careers around the globe.
What is the range of benefits bp offers?
We offer a competitive salary which takes into consideration your experience, as well as internal and external market data.
Regional variances will occur, but broadly speaking, benefits may include:
Health care - medical / dental / vision
Protection - life insurance / short and long term disability
Accidental death / occupational accidental death
Pensions and savings plan
Annual cash bonus
The share value plan - designed to reward long-term sustained performance and create alignment with the delivery of value for shareholders
Vacation and holidays
What opportunities are there for career progression?
What opportunities are there for career progression? The size, global scale and diversity of our business mean there are fantastic opportunities. If you show genuine desire, skill and initiative we’d be delighted to help you develop your career.
Vacancies are posted on our internal applications system so employees can review and discuss these opportunities with their line managers.
What other opportunities are there at bp?
Please search for live bp vacancies here. For all Castrol vacancies, please find out more about careers at Castrol here.
Are there flexible working options?
At bp, we recognize that there is no one standard flexible working policy that will suit every individual. As a result, we have developed a comprehensive range of flexible working options based on some core principles, which vary across each of the countries in which we operate. We are open to discussing these with you once you have reached the face-to-face interview stage of the recruitment process and these discussions will be very much role and location dependent.
Non-technical FAQs - diversity, inclusion and disability
Diversity, inclusion and disability
Is there a diversity and inclusion policy?
We are committed to a culture of diversity at bp. It helps us attract, develop and retain outstanding talent – regardless of background. Our selection and assessment processes are free from bias or discrimination. Everyone is given access to opportunities within the organization.
I have a disability, illness or injury which requires adjustment or additional support in the recruitment process, what should I do?
Please let us know by contacting us here and we will advise you what to do next if you need an adjustment, for example due to an illness, injury or a disability. All information provided to us by you will be treated with complete confidentiality. We will do our best to support you and make reasonable adjustments where possible.
Non-technical FAQs - application process
Application process
How can I verify that my CV has been received?
After submitting your application for a job, you should receive an email confirming that your application has been received. It may take up to 48 hours for you to receive this message. If, after 48 hours, you have still not received the email confirmation:
Check your junk email or spam email folder.
Check that the email address you used for the application process was the correct one.
If you are still experiencing issues, please contact us.
Do you accept applications by email?
We encourage you to use our online application process. If you are using assistive technologies, please contact us here and we will advise you what to do next.
Am I allowed to apply to more than one role / programme or office location?
For our graduate programme, we welcome one application per year. For experienced hire roles, whilst you can only apply once to a role, you are able to apply for other positions simultaneously, if you deem them suitable.
If I am unsuccessful at any stage of the recruitment process, when can I reapply?
If you have been considered for an early careers position (graduate, internship or apprenticeship) and are not successful, you will need to wait until the following year before applying again. We open for new applications each September.
Are there application deadlines?
Please note that vacancies will be filled on an ongoing basis after opening and we may close applications before the stated deadline. Therefore, we highly recommend you submit your application as early as possible in order to be considered for the opportunity of your choice.
I have international qualifications; how can I check that these are equivalent to the qualifications needed for the role for which I am applying?
International qualifications can be verified using NARIC, for which candidates will have to pay.
How can I check the status of my application?
Login to your account and enter your login details (created at time of your initial application). Once you’ve logged in you will be able to view your applications and their current statuses.
Can I have feedback on my application?
Due to the high volumes of applications, we are unable to provide specific feedback at earlier stages in the process. Feedback will be provided after the final stage.
Non-technical FAQs - graduates
Students and graduates
I’m interested in applying to a graduate / early career programme and do not meet the minimum academic requirements for the role?
If you are applying to one of our graduate / early career programmes, our minimum academic requirements for the role you are applying to are an important part in the selection process. If for any reason you have not met these, and you have mitigating circumstances, please make sure you declare them in your application to us, and they will be considered on a case-by-case basis.
I have already graduated; can I apply to the graduate programme?
Yes, we welcome all applications and candidates who are studying for a post-graduate qualification.
I am a UK graduate candidate applying / interested in early careers opportunities (apprenticeships, internships, graduate programmes, insight opportunities) and I would like to contact bp about my application / interest?
If you would like to contact us to discuss any of our early career programmes or opportunities, please contact us via email at: enquiry@bpgraduates.co.uk or call us on 0800 279 2088. If you are calling outside of the UK, please dial +44 1635 584149, and we will be happy to discuss this with you.
In addition, if you need to make any adjustments to any stage of the recruitment process, for example due to an illness, injury or a disability please email us or call us on the contact details provided above.
Please note that you will need to inform us of any necessary adjustments ahead of any face-to-face assessments. If you have requested extra time for the online test stage and require adjustments at any other stage of the process, please let us know by calling or emailing us at the above contact details.
Regarding Zhengxianling - China's first pan - international talent recruitment platform
Zhengxianling is developed and operated by Shanghai Yuntong Information Technology Co., Ltd. The company mainly provides international services such as talent job-seeking and recruitment, recruitment and introduction of high-level talents / science and technology innovation-related talents (Overseas Excellent Young Talents, Qiming Plan, online and offline job fairs, campus recruitment, social recruitment, online recruitment, headhunting, etc.), academic exchanges, and software development. In due time, we will launch language platforms and APPs in AI English, Korean, Japanese, French, German, etc. to meet the needs of global users. Up to now, the company has established communication channels with national ministries and commissions such as the Ministry of Human Resources and Social Security and the Ministry of Science and Technology, talent offices of the Organization Departments of some provincial and municipal Party committees, departments of human resources and social security, industry and information technology, science and technology, trade unions, chambers of commerce, academic societies, associations, 985 and 211 universities in various regions across the country, HRs of some enterprises, the International Academician Consortium, the United Nations Science and Technology Commission WDTA, and some international institutions in countries such as Russia, Japan, South Korea, Singapore, New Zealand, Australia, the Netherlands, Germany, the United Kingdom, France, the United States, Canada, and QS World's top 100 universities (MIT, Oxford, the University of Melbourne...).
Service items are as follows:
A. Recruitment and introduction of international high-level / science and technology innovation-related talents (doctors, post-doctors, academicians) (online and offline job fairs, campus recruitment, social recruitment, online recruitment, headhunting, etc.), overseas enterprise study tours, academic exchanges, and software development.
B. Operation of Zhengxianling® (The types of talents on the platform and official account are not limited).
Service-supported regions:
China, South Korea, Japan, Russia, Singapore, New Zealand, Australia, the Netherlands, Germany, France, the United Kingdom, Hungary, Italy, the United States, Canada, etc. (covering more than 100 countries and regions).
Main service content: Online and offline special high-level talent job fairs for cities, parks, and employers, talent-introduction activities related to science and technology innovation (project solicitation, screening, roadshow... implementation, etc.), investment promotion, academic exchange conferences, online job-seeking and recruitment, and offline services are available in the above-mentioned designated countries.
In the past 2024, we have successively joined the Hubei Chushang Federation in China and the World Federation of Inventors' Associations [IFIA], and have established the grand goal of building Zhengxianling into China's first pan-international talent recruitment platform (Language platforms and APPs in AI English, Korean, Japanese, French, German, etc. will be launched in due time. The establishment of the International HRD (HR) Alliance is in progress), and in the future, it will serve billions of users in more than 200 countries around the world. As of December 31, 2024, we have received a reply from the chairman of the United Nations Science and Technology Commission WDTA, welcoming Yuntong Technology and Zhengxianling to join the cooperation of the United Nations Science and Technology Commission WDTA in 2025. Starting from 2025, we will cooperate with the International Academician Consortium and may participate in activities such as the FCPAE European Forum to facilitate international talent exchanges and cooperation, thereby promoting scientific and technological innovation, driving employment, serving global economic construction, and promoting friendly cross-border cooperation to create a better future. Thus, we can better serve users from all over the world.
The Chinese full name of IFIA: World Federation of Inventors' Associations. Its headquarters are located in Geneva, Switzerland, and San Francisco, the United States. In February 2024, after being reviewed and approved by the 47th Global Executive Committee of IFIA, Shanghai Yuntong Information Technology Co., Ltd. [Zhengxianling] joined the organization. For details, please refer to the official website of IFIA:
https://www.ifia.com/ifia-47th-executive-committee-meeting-held-on-feb-2024/
Our company's recruitment platform will officially launch a paid service starting from February 1, 2025. For details, please refer to:
https://mp.weixin.qq.com/s/YmOxE1snwAAvskZgwm5RxA
Currently, we are organizing online and offline special job fairs for high-level talents of international organizations. For details of the event, please refer to the push article on the schedule plan of the international high-level talent recruitment activities of Zhengxianling®:
https://mp.weixin.qq.com/s/UGfNhxHRoIs1KZF7Thsfxg
Zhengxianling® recruits a large number of overseas high-level talents and innovative talents all year round. For details, please refer to the official account introduction:
https://mp.weixin.qq.com/s/8YaCD8xaXiDeC93a1foUKQ
Regarding the invitation letter for the initiation of the International HRD (HR) Alliance, please refer to the official account introduction:
https://mp.weixin.qq.com/s/fdg6QB82KAJCeTi0VZVZKQ
We welcome HRs of employers from all over the world, heads of universities and research institutes, academic leaders, young doctors / post-doctors / academicians and other talents to contact us or register to join our platform，The talents we recruit will be preferentially recommended to work in universities, research institutions and other units in China or various countries around the world.
