Let’s Talk Talent – Humber Region Challenges and Enablers to Unblock the Pipeline Jane Spencer Regional Head of HR, ABP 14 th October, 2016 Grimsby ▪ Immingham ▪ Hull ▪ Goole
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? BAE Roles • QA - junior • Lean • Engineering • Project Management Education • HR • Redundancy • ONC/HNC • MBA • APM • MSc HRM • CIPD Fellow • PTTLS Level 5 17 21 42 43 Time Now 12 16 Age
The Humber is the UK’s trading gateway Did You Know….? • The front door of the Northern Economic ABP Port Groups: Powerhouse – Energy Estuary Humber • Circa. 1000 staff – half that of ABP Southampton South Wales Ports • Handles 16% of UK maritime trade Troon Shortsea Ports – 86 million tonnes of cargo (2015) Ayr – 700,000 cars handled on the south bank Silloth Goole Barrow • Circa. 40,000 shipping movements per Hull Fleetwood Immingham annum & generates 25% of UK rail freight Grimsby Garston • Over 1 million P&O passengers annually King’s Lynn Newport • Handles 400kT of flour = 4m loaves Cardiff Lowestoft Swansea • Supporting 24,000 regional jobs, £2.2bn Ipswich Port Talbot Barry into the local economy Southampton • World’s biggest Biomass handler (4MT) Teignmouth Plymouth • 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
ABP – Our Internal Challenges • The ‘North/South’ Divide – achieving a mobile & interchangeable workforce in the Humber – >The bridge is one of the perceived South Bank blockers • How many people in the audience today are from the South North Bank 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
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 1 st Half Year 1 2 nd Half Year 1 1 st Half 2 nd Half Year Example Year 2 2 Business A Grad 1 - Grad 2 - HR Grad 4 – Grad 3 – Finance Business Business to to advise advise Business B Grad 3 - HR Grad 1 - PM Grad 2 – Grad 4 – Business Business to to advise advise Business C Grad 4 - Lean Grad 3 - Lean Grad 1 – Grad 2 Business Business to to advise advise Business D Grad 2 – Grad 4 – Health Grad 3 – Grad 1 – Health & Safety & Safety Business Business to to advise 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
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