Company Profile

Oceaneering Space Systems (OSS) develops, integrates, and applies new and innovative technologies to meet the challenges of working in space and other harsh environments. We are ideally positioned to meet the growing needs of NASA and the expanding commercial and Department of Defense (DOD) markets.

Oceaneering Aerospace and Defense Technologies (AdTech) delivers solutions that enable humans to work safely and effectively in harsh environments - from underwater to the outer reaches of space. Our innovative solutions support the development and application of practical, cost-effective systems that meet our customers' challenges - from routine to extreme. Our experience and expertise across multiple industries uniquely positions us as a leader in the government, space, and maritime services markets. Our products and services meet the rigorous demands of the complex environments in which they operate, delivering results without compromising safety or reliability.

Oceaneering is a global provider of engineered services and products, primarily to the offshore energy industry. We develop products and services for use throughout the lifecycle of an offshore oilfield, from drilling to decommissioning. We operate the world's premier fleet of work class ROVs. Additionally, we are a leader in offshore oilfield maintenance services, umbilicals, subsea hardware, and tooling. We also use applied technology expertise to serve the defense, entertainment, material handling, aerospace, science, and renewable energy industries.

Position Summary

This role will partner with business leaders to develop and execute HR strategies focused on talent management, organizational effectiveness, workforce planning, and employee engagement. Understand business priorities and translate them into people priorities and actions. Act as a change agent driving for results by building organizational capability and performance. As required, this role will lead enterprise-wide HR projects tied to the overall HR strategy.

Duties & Responsibilities

ESSENTIAL

• Partner with leaders in the assigned client group to understand the people requirements and implications of business projects, initiatives and action plans and turn them into people priorities, HR solutions and action plans.• Coach leaders on how they can be more effective in communicating priorities, setting expectations, providing resources, removing barriers to success, giving feedback, recognizing great performance, and holding employees accountable when their performance is not meeting expectations.• Provide guidance and coaching to managers and employees concerning employee engagement, performance management, career development, talent assessment and retention.• Proactively identify opportunities and assess improvements to the employee experience and partner with management to develop and implement innovative and sustainable solutions.• Exert influence to create positive change and proactively mitigate and resolve employee issues.• Conduct investigations as required to address employee complaints, violations of policies, or concerns.• Partner with HR Centers of Excellence (COEs) in the planning and execution of various HR programs.• Partner with leaders to develop and implement strategies to drive positive employee relations and effective, 2-way communication.• Consult and advise on succession planning, talent review and driving the annual compensation planning cycle.• Assist with the transformational change and communication efforts by providing consultative support to leaders to develop and execute business strategies.• Partner with department leadership to determine staffing requirements; manage the staffing process for both full-time and temporary resources.• Support the implementation of programs and processes within client groups, including performance and compensation, org design, assessments, talent development and Diversity and Inclusion (D&I). • Be a constant, visible presence with assigned client groups to maintain a pulse on the organization and provide feedback and recommendations to department leadership. May require flexible hours to ensure coverage of all shifts. • Other duties as assigned.

Qualifications

REQUIRED

• Bachelor's degree in business administration, Human Resources Management, or related field (or relevant combination of education and experience).

• Minimum 5 years' experience in an HR Business Partner role exhibiting impact and influence with senior leadership.

• Minimum 2 years' experience with facilitating management.

• Demonstrated ability to objectively coach employees and management through complex issues.

• Demonstrated ability to effectively partner with all levels of the organization and positively influence teams.

• Has relevant experience or demonstrated ability in turning business strategies into people related actions.

• Understanding of state and federal labor laws and regulations.

• Thorough understanding and hands-on application of internal and external HR principles, concepts, practices, and standards.

DESIRED

• Master's degree in business, Human Resources or related field is a plus.

• PHR Certification is a plus.

• Experience working in a global organization is a plus.

• Experience working in a matrixed organization is a plus.

• Minimum 2 years' HR experience with a business holding SCA government contracts (preferably NASA)

KNOWLEDGE, SKILLS, ABILITIES, AND OTHER CHARACTERISTICS

• Has a business and goal-oriented mind-set.• Strong facilitation and coaching skills.• Generates inspiration and has a positive can-do attitude, solution orientation and customer service mind-set.• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.• Strong analytical and problem-solving skills• Excellent time management skills with a proven ability to meet deadlines.• Excellent verbal and written communication.

Additional Information

This position is Hybrid - Remote and will require commuting to a designated office. Hybrid work schedules are determined by the hiring manager based on business need.

Equal Opportunity Employer

All qualified candidates will receive consideration for all positions without regard to race, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, veteran status, disability, genetic information, or other non-merit factors.