HR Practices at Heyden Petroleum Limited

Heyden Petroleum Limited (HPL) is an indigenous downstream operator with activities across trading and distribution of PMS, AGO, LPG/LNG and bitumen, alongside logistics and consulting. The company was incorporated on 30 October 2001 and has publicly stated links to power generation via a majority stake in FirstPower, which supplies parts of Lagos’ central business district. These signals point to an organisation operating at the nexus of fuel supply, retail distribution and energy infrastructure—where workforce capability, safety discipline and vendor management directly shape operational reliability. heydenpetroleum.com+1

What we can verify about the people picture (public signals)

Culture & exposure. Employee reviews on Indeed (Nigeria) describe HPL as “friendly,” “structured,” and a “fun” place to work, with opportunities to learn—especially for junior professionals. The same reviews, however, flag limited formal development, unclear promotion pathways and infrequent salary reviews. Interview-process snapshots on Indeed suggest an average, roughly one-week process with medium difficulty. Taken together, the signals suggest an organisation that offers hands-on exposure but needs more visible, consistent HR systems. Indeed+1 Indeed Canada

Compensation & welfare (contract vs. core). Several reviews mention pay or review cadence as pain points, with one noting the absence of structured training/promotion. While sample sizes are small, downstream operators in Nigeria often rely on a mix of core, contract and outsourced labour—roles that can diverge on pay, benefits and job security. Sector research consistently shows contract labour tends to earn less and report weaker welfare than core staff; companies that narrow those gaps reduce attrition and quality risk. Indeed

Governance backdrop. In early November 2024, reports circulated about an interim court order favouring AMCON in a dispute with Heyden. Within days, AMCON issued a public statement that it had discontinued litigation against HPL (Suit No. FHC/AMC/67/2024) after the parties “settled all issues… amicably,” adding that HPL had been meeting obligations. That public clarification matters for HR: stability, payroll confidence and talent attraction are sensitive to perceived corporate disputes. Premium Times Nigeria The Guardian Nigeria

Market footprint context. In January 2025, Heyden joined Ardova on a bulk purchase agreement with the Dangote Petroleum Refinery to supply retail outlets, an operational move that can affect roster pressure, driver hours and depot safety practices. Subsequent press coverage in July 2025 discussed changes in Dangote’s marketer arrangements—illustrating how third-party supply decisions can ripple into workforce planning and vendor governance. The Nation Newspaper Legit.ng – Nigeria news.

Strengths (from public evidence)

Hands-on learning and exposure. Reviews point to practical experience and a “friendly” environment—useful for early-career staff building downstream skills. Indeed
Operational breadth. The company’s stated activities (PMS/AGO/LPG/bitumen logistics and trading) and power interests imply multidisciplinary teams and SOP requirements—conditions where strong line management can flourish. heydenpetroleum.com+1
Recent dispute resolution. AMCON’s public discontinuance of litigation reduces reputational noise and helps steady internal sentiment. Premium Times Nigeria

Frictions and risks to address

Career visibility and development cadence. Recurrent mentions of limited training, promotion clarity and salary-review rhythm indicate HR process gaps that can depress engagement and retention—especially among field and depot teams. Indeed
Parity between contract and core roles. Sector patterns show contract staff often face weaker pay and welfare. Without clear equivalency bands and grievance pathways, companies inherit higher churn and safety/reporting risks. Indeed
Vendor and roster pressure. Bulk-purchase agreements and market shocks (e.g., supply swings) can compress schedules for drivers and depot staff. Absent robust SLAs (rest hours, OTIF, incident reporting) and supervisor coaching, quality and HSE can slip. The Nation Newspaper

What “good” could look like (practical, measurable steps)

Promotion & pay calendars everyone can see. Publish an HR calendar (performance reviews, salary review windows, promotion panels) and report quarterly conversion/mobility data (contract→core; lateral moves). This counters opacity and anchors expectations.
Equivalency bands for identical work. Define narrow pay corridors for contract vs. core roles doing the same scope (±5–10%) and audit quarterly; communicate variances and close them over time. It’s the fastest way to cut avoidable turnover.
Learning linked to ladders. Roll out micro-modules (depot HSE, driver hours-of-service, product handling, incident reporting) tied to skill badges and incremental pay steps. Track completion and on-the-job behaviours (e.g., near-miss reporting).
Supervisor spine. Standardise toolbox talks, fair scheduling, feedback and grievance triage in a 90-day supervisor playbook; audit with “opened→resolved” dashboards at depot and station level.
Vendor scorecards that matter. Build renewal decisions around hard KPIs: OTIF, defects per 1,000 loads, hours-of-service compliance, near-miss reporting and corrective-action closure.
Pay-on-time KPI across tiers. Publish monthly on-time payment metrics for all labour categories (core, contract, outsourced). In downstream operations, pay integrity is a safety variable.

Snapshot: public employee-experience indicators (Heyden Petroleum)

Source	Indicator	Signal
Indeed (Nigeria)	Culture/experience comments	“Friendly,” “fun,” “structured,” but “no career growth/training/promotion” mentioned. Indeed
Indeed (Nigeria)	Interview process	Average experience; medium difficulty; ~one week. Indeed
Company website	Incorporation and business scope	Incorporated 30 Oct 2001; PMS/AGO/LPG/LNG/bitumen trading & logistics; majority stake in FirstPower. heydenpetroleum.com+1
Governance/context	AMCON litigation status	Litigation discontinued in Nov 2024 after amicable settlement (Suit No. FHC/AMC/67/2024). Premium Times Nigeria The Guardian Nigeria
Market operations	Dangote refinery supply partnerships	Bulk purchase agreement in Jan 2025; later partner arrangements evolved in July 2025 press. The Nation Newspaper Legit.ng – Nigeria news.

Caveat on sources: Public reviews are self-reported and may not reflect every business unit or site. Where possible, this review quotes company pages and reputable outlets; single-review anecdotes are treated as signals to investigate, not verdicts.

Bottom line
Heyden’s operational breadth gives it a platform to build strong people systems. The next gains are HR discipline: visible review and promotion cycles, equivalency for identical work, supervisor consistency and vendor scorecards tied to welfare and safety. Do those well, and the company can turn exposure and scale into retention, trust and safer operations.

About the Author
Dr Olufemi Ogunlowo is the Publisher of Anchor News and the CEO of Strategic Outsourcing Limited, a leading provider of personnel and business process outsourcing services in Nigeria.