Senior HR Business Partner

DOCUMENT NUMBER:

 PAGE:  Page 1 of 2 ORIGINAL ISSUE DATE:   November 6, 2018 REVISION DATE:  September, 2021 PREPARED BY:    REVISED BY:   APPROVED BY

 TITLE: HR.HR.PROF.IIIJOB DESCRIPTION

POSITION TITLE:                           HR Business Partner

POSITION CATEGORY:                   Corporate Functions

REPORTS TO (JOB TITLE):             

DUAL REPORT                              N/A

Job Purpose                                       

The entry-level HR Business Partner (HRBP) supports Global HR Business Partner teams in developing and executing specific projects, providing daily support to domestic and international clients, HRIS/ data management and analysis and the delivery of HR lifecycle processes including but not limited to talent acquisition (e.g., sourcing, pre-employment and onboarding), performance, pay, and organizational change.  Activities will be in support across multiple client organizations but will require building knowledge of each business at a sufficient depth to efficiently provide quality results. 

Roles & Responsibilities

SAFETY, SECURITY & COMPLIANCE

·Maintains the highest standards of corporate governance, ensuring that all activities are carried out ethically and in compliance with Company’s Security, Compliance & HSE policies, Management System, relevant laws, regulations, standards and industry practices and complies with the Company’s Rules to Live By

·Places Quality, Health & Safety, Security and protection of the Environment as core values while never intentionally placing employees, our processes, customers or the communities in which we live and work at risk

·Seeks continual improvement in Health, Safety, Security & protection of the Environment, taking into account responsible care, process vulnerabilities, public, customer and employee inputs, knowledge and technology and best business practices to exceed customer expectations

·Supervisors & Managers should demonstrate effective safety leadership for the health and safety arrangements of all subordinates and for any persons visiting them while on the Company premises

OPERATIONS

·Submits and tracks employee changes through the various Weatherford HR systems and in partnership with relevant Center of Expertise (CoE) teams

·Handles Immigration administration including I-9 verifications for new hires and follows up with existing employees who have expiring documents

·Supports recruitment process from position creation to new hire approval 

·Assists with onboarding activities for new hires including building out key 60-day activities and stakeholder engagement with hiring managers, detailing mandatory company training & systems training

·Supports HRMS data management, reporting, and data accuracy and conducts analyses, identifies issues and takes action to rectify accordingly

·Assists with international transfers and global mobility support

·Assists with Listen Up cases and investigation support

·Assists with annual HR cycle activities such as performance management, talent and merit

·Participates in projects and tasks as assigned

·To carry the learning attitude at workplace where you are responsible to acquire the new skills to develop your career and meet the Company’s expectation.

·Employees should engage on a regular basis with their line manager to discuss their personal performance, objectives and opportunities to enhance their skills and experience to support their career potential

·Demonstrates leadership, ethical behavior and adherence to Weatherford standards at all times

·Work with ‘Sr. HR Manager-CONNECT’ on the consistent reporting for further enhancing the overall deliverables

·Any other tasks assigned by the ‘Sr HR Manager - CONNECT’ from time to time as per the need of the business.

QUALITY

·Responsible for being familar with the Company's Quality policies and takes an active role in the compliance and improvement of Weatherfords Management System

·Maintains service quality as immediate priorities when working across all areas of the business and continually seeks areas for improvement

COMMUNICATION

·Stakeholder engagement and management to develop and sustain productive client and stakeholder relationships at all levels of the organization

·Maintains effective communications with all key stakeholders both internal and where appropriate external

·Supervisors & Managers should clearly communicate expectations, roles and responsibilities to their reports

FINANCIAL

·All employees have an accountability to the organisation to be financially responsible whether they are in charge of a function budget or simply their own expenses

·Costs incurred should be within approved budget, processed within agreed time frames & following the relevant financial policy and procedure

PEOPLE & DEVELOPMENT

·Employees have a responsibility for developing their own careers within the Company including completing all necessary function, compliance & business standards training to enhance their knowledge, skills and experience

·Employees should engage on a regular basis with their line manager to discuss their personal performance, objectives and opportunities to enhance their skills and experience to support their career potential

·Supervisors are expected to actively engaging their employees to support talent management through Weatherford’s performance management process, including but not limited to talent assessments, succession planning & regular coaching opportunities

·Supervisors should collaborate with Human Resources & Training Development to drive strategies for the recruitment & retention of key personal & to foster an environment that supports the attraction & retention of a high performing talented workforce

VISION & LEADERSHIP

·Demontrates leadership, ethical behaviour and adherence to Weatherford standards at all times

·Contributes to the Weatherford HR strategy and translate it for the client and country such that a compelling vision and purpose is understood

·Demontrates leadership, ethical behaviour and adherence to Weatherford standards at all times

Experience & Education

         REQUIRED

·Bachelor’s Degree in Human Resources or related field

·Minimum of 1-2 years of Human Resources experience as generalist or specialist

PREFERRED

·Master’s in Human Resources

Knowledge, Skills & Abilities

REQUIRED

·Basic knowledge of HR principles, practices, and procedures

·Ability to handle multiple tasks at one time and within short/changing timelines

·Ability to work independently with minimal direct supervision

·Must work well in a team environment

·Ability to learn quickly, particularly in terms of HR systems and processes

·Have demonstrated a mindset for improvement

·Highly organized and able to prioritize to meet deadlines

·Strong interpersonal, communication and presentation skills

·Advanced systems and MS office knowledge, particularly with Exce

Travel Requirement: This role may require domestic and potentially international travel of up to:  <10%

JOB DESCRIPTION SCOPE

This job description’s purpose is to offer some details on the scope and depth of the role and it’s interaction with other roles with the organisation, through a focus on key criteria. It cannot capture the entire scope of the role. The document is generic in nature and offers consistency in role content from the early career level to more senior levels. The Company’s expectation is that the holder of the role understands and accepts that its expectations will be potentially greater from those in more senior roles than those at an early stage of their career. Responsibilities may well be greater and their decsions will have greater impact on the function and organisations performance. The Company reserves the right to amend the content of the job description to better reflect the changing scope of the role with or without notice.

HUMAN RESOURCES ADMINISTRATION

CAREER PATH                                                                                              LEVEL

EXECUTIVE                                                                                                                                I - V                      Make Selection

Holds management accountability for a business, division, major geography, corporate function or major corporate sub-function. Develops, establishes & approves long terms strategy for the area managed

MANAGEMENT                                                                                                                          I – V                     Level I

Achieves goals through the work of others. Responsibilities inc; performance management, merit review, training & development. Focus is on managing others and applying operational or strategic management skills

PROFESSIONAL                                                                                                                          I - VII                    Level II

Applies a theoretical knowledge-base to work in order to achieve goals through own work. Characterised by specific functional expertise, typically gained through formal education. May provide guidance to others using technical expertise

TECHNICAL                                                                                                                                I – V                     Make Selection

Performs technical work, often in support of professional roles. Requires vocational training or the equivalent experience. Performs duties according to established procedures

ADMINISTRATIVE / SUPPORT                                                                                                      I – V                     Make Selection

Performs clerical or administrative work, requires vocational training or the equivalent experience and performs duties according to established procedures

OPERATIONS                                                                                                                             I – V                     Make Selection

Performs operational, craft or manual tasks. Typically requires vocational training, apprenticeship or equivalent experience. Performs task according to established procedures.

GEOZONE ADDENDUMS

The job description template is a generic document designed to improve the quality, consistency and accuracy of the information regarding the Company’s expectations for the position. Individual countries may have some regulatory requirements that are required to be included in the job description. Any specific country requirements are captured in their specific Geozone addendum, which should be issued to the employee with the job description document.