In an industry often criticized for its lack of diversity, the oil and gas sector face a significant challenge: how to nurture innovation and adaptability in an era of rapid energy transition. The answer lies in recognizing the indispensable role of women, particularly in leadership positions such as human resources. Research consistently shows that companies with greater female representation in leadership outperform their peers, not just in profitability but also in creativity and problem-solving.
Meet Najoua El Hamel, a trailblazer in the oil and energy industry with over 17 years of experience. Currently serving as the Director of Human Resources at Penspen in Abu Dhabi, she embodies the transformative power of inclusive leadership. Her extensive background in engineering, gas, pipelines, and onshore operations equips her with a unique perspective on the challenges and opportunities within the sector.
Najoua is dedicated to promoting diversity and inclusivity in the workplace, understanding that a diverse team is essential for long-term success. Her passion is not just theoretical; it is backed by an Executive Master’s degree in Strategic Human Resources Management from HEC Paris, which she leverages to implement innovative HR strategies that attract and retain top talent.
As the oil and gas industry grapples with its future, leaders like her are vital to driving the necessary cultural shift. By prioritizing diversity and fostering an inclusive environment, she inspires others to recognize that the key to sustainable growth lies in empowering women and embracing diverse viewpoints. In doing so, Najoua not only contributes to her organization but also sets a precedent for the industry, proving that women are not just participants but essential architects of change in the energy landscape.
Let us learn more about her journey:
A Journey of Passion and Growth:
Najoua’s journey in the field of Human Resources commenced in 2007, when she relocated to the Middle East. As a recent graduate, she began her career with Technip, focusing on LNG projects in Qatar. Over the years, she diligently worked her way up the ranks, acquiring invaluable experience and a deep understanding of the complexities inherent in HR management.
In 2018, Najoua took a significant step forward by joining Penspen in Abu Dhabi. Her dedication and expertise allowed her to swiftly ascend to the position of Human Resources Director. This new role presented a fresh set of challenges, which she embraced wholeheartedly, viewing them as vital opportunities for both professional and personal growth.
Driven by a genuine passion for people and an early recognition of her strengths in HR-related fields, Najoua was naturally drawn to this career path. Her commitment to making a positive impact in the lives of others fuels her desire to help individuals maximize their contributions to the organization, ensuring that both employees and the business flourish together.
Championing Diversity in the Energy Sector
Throughout her career, Najoua has implemented a multitude of strategic initiatives, with a primary emphasis on talent acquisition and the promotion of diversity and inclusion, especially for women in the predominantly male-dominated energy industry. The energy sector presents a highly competitive job market. At Penspen, the company has redefined its brand to distinguish itself from competitors and attract exceptional talent.
At Penspen, Najoua’s mission is focused on inspiring the current workforce with pride and passion, attracting the interest of female engineering graduates, and involving future potential. It is critical that people see their own development, possibilities for upskilling, and contributions to an ambitious goal.
Women remain significantly underrepresented in engineering, and she firmly believes that fostering diversity and inclusion is vital for ensuring equality and fairness. Promoting diversity within the engineering team is a cornerstone strategy Najoua implemented in Penspen. To support this initiative, Najoua has launched a graduate program aimed at encouraging women’s participation, allowing them to tap into a broader talent pool.
By concentrating on these pivotal areas, Penspen has not only improved its capacity to attract and retain top talent but has also cultivated a more balanced and innovative workforce. This devotion to diversity has emerged as a key driver of organizational success, enabling the company to remain competitive and forward-thinking in the ever-evolving energy sector.
Augmenting Talent Acquisition
Najoua’s approach to talent acquisition in specialized fields like onshore operations and engineering is both strategic and comprehensive. Recognizing the unique challenges of hiring skilled professionals in the fast-paced energy industry, Penspen relies on a centralized Group Recruitment team based in Abu Dhabi. This team is led by Ms. Shubha Rajashekaraiah, Global Recruitment Manager, imposing a global talent pool to identify and attract top-tier candidates with international experience. Building strong relationships and maintaining visibility in the industry are key rudiments of Penspen’s recruitment strategy.
The company actively participates in industry events like ADIPEC and engages in professional networks to stay ahead of trends and connect with experts. Additionally, Penspen’s recruitment platform assures a streamlined hiring process, allowing them to act quickly when the right talent is identified. Employee engagement is also underlined as a key aspect of retaining top talent in these highly specialized fields.
Her strategic approach has been instrumental in steering the complexities of global recruitment, helping Penspen secure the best talent for its specialized operations.
Steering the Challenges
Najoua has successfully tackled the challenge of finding highly skilled professionals in the oil and energy sector by adopting a proactive and creative approach. Recognizing the difficulty of sourcing exact expertise, she has facilitated the international mobility of employees within Penspen and Sidara, aiding top talent to relocate where they are most needed.
For example, when experienced engineers were required for Middle East projects, she orchestrated the transfer of specialists from Penspen’s offices in Europe and America. This strategy not only cinched smooth operations but also nurtured a valuable exchange of knowledge and skills across the global team.
To support these transitions, she implemented comprehensive onboarding programs, cultural training, and support systems, ensuring employees could seamlessly integrate into their new environments while continuing their professional development. This approach has proven effective in maintaining high project standards and operational excellence.
Key Competencies
Najoua prioritizes several key competencies when hiring for gas and pipeline roles. Candidates must have a strong grasp of engineering principles, industry technologies, and best practices. Safety is paramount, so a proven vow to safety protocols is essential.
She values strong analytical and problem-solving skills, along with familiarity with regulatory requirements. Experience in managing large-scale projects, including team leadership and budget management, is key.
Effective communication and adaptability to new technologies and methodologies are also important for success in these roles. These competencies certify that hires are well-equipped to meet the demands of the industry and contribute to organizational success.
Aligning Standards
Najoua guarantees that HR practices at Penspen align with the unique regulatory and safety standards of the oil and energy industry through several key strategies.
Safety is integrated into every aspect of HR, with a strong emphasis on safety awareness during onboarding and regular training sessions to reinforce protocols. The HR team collaborates closely with the Health, Safety, and Environment (HSE) department to insert safety considerations into hiring, performance evaluations, and development programs.
She also oversees regular audits and reviews of HR practices in conjunction with HSE leaders to confirm compliance with regulatory and safety standards, aligning with industry best practices.
An online reporting tool has been implemented to actively involve employees in safety initiatives and cheer feedback, promoting a safety-first culture.
These strategies help warrant that HR practices not only meet industry standards but also promote a robust culture of safety and regulatory adherence, which is crucial for maintaining operational excellence in the energy area.
The Role of Employee
She recognizes that employees are Penspen’s most valuable asset and prioritizes training and development as a central component of the HR strategy, especially in technical fields. Continuous learning is decisive due to the evolving technologies and stringent regulations in these sectors.
By directing employee development, Najoua develops technical expertise, foments a culture of innovation, and drives organizational success. This pledge not only helps maintain competitive control but also confirms that employees are equipped to handle industry challenges and advancements.
Investing in development supports talent retention, builds a loyal and skilled workforce, reduces turnover, and keeps the team aligned with market trends, ultimately boosting productivity and quality.
Impact of Demand Sectors
Najoua has effectively taken over employee engagement initiatives to increase retention in high-demand sectors. Recognizing that a positive and supportive work environment is decisive, she has fixated on raising a sense of value, recognition, and support among employees. This approach not only improves job satisfaction but also attracts top talent.
A key initiative under her leadership was the implementation of a wide-ranging wellness program. This program, which addressed physical, mental, and emotional health, included sessions, workshops, and mental health seminars conducted in collaboration with healthcare professionals.
The impact of these engagement strategies has been significant. Employees have reported increased job satisfaction and a stronger pledge to Penspen, leading to improved performance, productivity, and retention. This approach highlights the value of employee engagement in maintaining a dedicated and high-performing staff.
Impact of Executive Master
Najoua’s Executive Master in Strategic Human Resources Management from HEC Paris has significantly shaped her approach to HR in the energy segment. This degree provided advanced facts and strategic insights that were decisive for her transition into management roles.
The program improved her ability to align HR strategies with business goals, vibrant in the energy sector’s polestar on operational efficiency and innovation. It also deepened her understanding of diverse workforce subtleties and international HR practices, which are indispensable for managing a global talent pool.
Higher leadership and communication skills from the program have aided her to effectively lead HR initiatives and feed a collaborative culture. The coursework on change management has been particularly valuable for navigating the sector’s swift technological and regulatory shifts.
Overall, the degree has equipped Najoua with the tools to develop and implement effective HR strategies, improve organizational performance, and address industry-specific challenges.
Key Trends Shaping the Industry
Najoua identifies several key trends influencing HR in the oil and energy sector. Digital alteration, including AI and big data, is streamlining talent acquisition and well-chosen workforce planning and development.
As the industry shifts toward greener practices, HR is pivotal in driving sustainability initiatives and developing green skills. There is a growing effort toward diversity and inclusion, with strategies evolving to recruit and retain underrepresented groups.
Employee well-being is increasingly prioritized, with comprehensive wellness programs talking about mental health and work-life balance. The shift to remote and hybrid work models requires HR to adapt policies that balance flexibility with productivity.
Continuous professional development is decisive for keeping pace with technological advancements, and HR is using technology to improve the overall employee experience, including onboarding and career development.
Measuring Business Objectives
Najoua employs a multi-faceted approach to assess the impact of HR initiatives on business objectives. The process begins with setting specific Key Performance Indicators (KPIs) aligned with business goals, such as employee turnover rates, time-to-fill open positions, and engagement scores.
Employee surveys and feedback provide qualitative insights into the effectiveness of HR programs from the employees’ perspective. Performance metrics like productivity, quality of work, and project completion times are monitored to gauge the impact on employee skills and motivation.
Retention rates in serious roles are closely tracked to gauge the success of engagement and development efforts. Learning and development initiatives are assessed through post-training performance, skill acquisition, and career progression.
Correlating HR initiatives with broader business outcomes like revenue growth and operational efficiency certifies a tangible impact. Benchmarking against industry standards further helps in identifying areas for improvement and maintaining a competitive advantage.
