Nabil Elbazi
OD Advisor
SAMREF
Participates in
TECHNICAL PROGRAMME | Energy Leadership
Human Capital - Attracting, Training and Retaining
Forum 30 | Technical Programme Hall 5
29
April
14:30
16:00
UTC+3
As the energy sector navigates the dual challenge of decarbonization and digital transformation, leadership continuity has become a critical success factor. This paper explores how structured succession planning—when elevated beyond a compliance exercise—can secure the talent pipelines needed to sustain competitiveness and operational excellence in a volatile market.
The paper presents a framework for succession planning that is:
The case study highlights practical steps: implementing readiness matrices, linking IDPs to successor
gaps, using HR technology platforms to track bench strength, and establishing governance through
cross-functional succession committees. Participants will leave with actionable insights on measuring succession effectiveness (bench strength coverage, internal fill rates, time-to-fill metrics), embedding succession into business continuity planning, and overcoming common challenges such as leadership bias and change fatigue. By sharing lessons from the refining and petrochemicals context, this paper demonstrates how succession planning can become a strategic enabler—ensuring that as the industry transforms, the right leaders are ready at the right time to deliver on safety, sustainability, and growth ambitions.
The paper presents a framework for succession planning that is:
- Business-anchored: Directly tied to strategy and critical-role mapping, ensuring readiness for key
technical, operational, and leadership positions that drive performance in refining and petrochemical
operations. - Data-driven: Leveraging psychometric assessments, performance analytics, and scenario modelling to
identify potential successors early and match development plans to business risk exposure. - Dynamic: Moving from static, annual reviews to a continuous, living process that adapts to workforce
shifts, retirements, and organizational restructuring. - Inclusive: Encouraging diverse talent pools and creating equitable access to development
opportunities, aligning with ESG and DEI commitments.
The case study highlights practical steps: implementing readiness matrices, linking IDPs to successor
gaps, using HR technology platforms to track bench strength, and establishing governance through
cross-functional succession committees. Participants will leave with actionable insights on measuring succession effectiveness (bench strength coverage, internal fill rates, time-to-fill metrics), embedding succession into business continuity planning, and overcoming common challenges such as leadership bias and change fatigue. By sharing lessons from the refining and petrochemicals context, this paper demonstrates how succession planning can become a strategic enabler—ensuring that as the industry transforms, the right leaders are ready at the right time to deliver on safety, sustainability, and growth ambitions.
