• The Human Resources Business Partner acts as a strategic and integrative partner to leaders, managers, and employees by embedding HR strategies, processes, and plans into day-to-day work. This role provides operational and strategic support and advice to understand, manages and prioritizes people needs and requirements, and facilitates formation of strong relationships between HR and the business, to drive a shared agenda and improve organizational performance.
  In addition, this role is responsible for providing day-to-day HR advisory service to the assigned office, including managing the operational HR requirements for the local onshore population with the support from the wider HR function as appropriate.
  This functional business partner role sits in a central position within the global HR team. Consequently, the incumbent will be expected to develop, role model and share good practice with the global HRBP team, People Services team, and HR Centers of Excellence, including contributing to projects in the US, UK and globally.
  JOB SPECIFIC RESPONSIBILITIES

Ensures timely, high quality operational HR delivery to assigned onshore functions and locations throughout the employee lifecycle (including, but not limited to)

• Recruitment, alongside talent acquisition/resourcing partners
• Onboarding, new starter induction, and new leader assimilation processes
• Employee relations, including offer/contractual terms and conditions, absence management, performance management and, where applicable, disciplinary actions and grievances
• Wellbeing initiatives and principles
• Learning and development of employees
• Talent management and succession planning
• Organization design, selection, and restructuring
• Exit processes, including resignation, dismissal, redundancy, and Settlement Agreements
• Counsels, mentors, and supports senior stakeholders on people strategies, collaborating with Leaders and Managers to understand current and future needs, and creating talent and organization plans in alignment with Seadrill strategy to ensure achievement of objectives
• Collaborate with the HR Centers of Excellence to contribute to the development and continuous improvement of HR programs and policies, providing feedback on local requirements and success of initiatives to ensure fit-for-purpose HR interventions
• Contribute to the implementation of global HR programs, tailoring content in line with local requirements and providing training and support to Managers and Employees to ensure benefits are realized
• Effectively leverage HR data and insights to inform people related decision making and program design for maximum impact
  Be an active member of the global HR community, sharing best practice, ideas, knowledge and working collaboratively across teams
• Role model, encourage and support collaborative ways of working and proactively identify ways to overcome barriers and break down silos within and outside the Function

SAFETY AT SEADRILL
Our goal is to ensure that ‘nobody gets hurt’ whilst performing their job. Everyone at Seadrill has a part to play in meeting our safety commitment.
Through strong leadership and personal responsibility from all employees, we take a systematic approach to identifying, managing, and preventing the hazards involved in our day-to-day operations. Nothing is more important to us than the health, safety and security of our workforce and the communities in which we operate and behaving responsibly towards our shared environment. We are vigilant, disciplined and always looking out for one another. We have developed and embedded a strong safety culture onshore and offshore, fostered by all employees, who each have a personal responsibility and the authority to put an immediate stop to the job if they believe it to be unsafe. Everyone at Seadrill is accountable for helping to build this culture of care.
SEADRILL BEHAVIORAL FRAMEWORK
In Seadrill, setting the standard is not just about what we deliver, but how we deliver it.
We co-created our Behavioural Framework with our employees, where we identified four key competencies that define our culture and help us to live our values. Our behaviours are embedded in the way we work and support and guide us day to day:

• Drive & Ownership
• Change & Forward Thinking
• Communication & Collaboration
• Service Delivery

KNOWLEDGE, SKILLS, AND EXPERIENCE
Essential Experience

• You have significant experience at the experienced HRBP level, and you have Business Partnered with senior stakeholders
• You have an in depth understanding of the HR lifecycle, and experience delivering operational HR in a busy environment
• You have working knowledge of US employment law, and familiarity with global and local practices that may differ across the other countries in which we operate.
• You have seen “good to great” transformations and have been a solution architect or process creator elsewhere in your career and can quickly apply and build upon those experiences here.

Essential Skills

• You are a custodian of the employee experience and are keen to ensure that you make things easier for employees through acting fast in their interest, regularly communicating and ensuring they have what they need at each stage of the employee lifecycle.
• You are a hands-on business partner willing to get involved and roll your sleeves up, no job is too small, and you can appropriately manage your time and switch your attention to regularly swap between the big and the small.
• You have high emotional intelligence that enables you to communicate, influence, negotiate and problem solve.This will require you to possess and leverage excellent written and verbal communication skills.
• You are self-motivated, proactive, and comfortable working with minimum supervision.
• You are an agile thinker and adaptive learner, eager to engage and thrive in a fast-moving, changing environment and are comfortable operating in ambiguity.
• You embrace change and remain focused on aspects that can be influenced, and efforts can be catalyzed.
• You pivot to solution-focused, with a proactive approach and ‘can do’ attitude, with the ability to produce pragmatic, organized, structured offerings, and manager your projects and stakeholder engagements from concept through completion.
• You can change perceptions and influence a wide variety of stakeholders with compelling, well evidenced arguments, leveraging data and business insights to frame and clearly articulate sound business cases and judgements.
• You can apply sound analysis, thought and decision making when dealing with complex issues and situations.

Desired but not essential

• You have experience of working within the HR function of an offshore drilling company or similar industry
• You have considerable experience of change management and organization design and restructures
• You have experience working in several areas of HR / other Functions, including time in HR COEs, or as an HR project manager on a significant change/transformation effort.
• You have experience of working across geographies and cultures in a complex matrix organization

EDUCATION AND QUALIFICATIONS
Minimum Requirements

• Bachelor’s degree in related field or equivalent experience in HR Business Partnering

Preferred

• Bachelor’s or Master’s degree within the fields of HR or Business CIPD, HRCI or SHRM certified

JOIN SEADRILL
We value our people and want to retain them. So, we offer a competitive package built around an attractive base salary and a range of benefits tailored to your location.
Join Seadrill. Own the Opportunity.