SR 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.