HR LEAD

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.HRMS.PROF.IVJOB DESCRIPTION

POSITION TITLE:                           HR Innovation Specialist

POSITION CATEGORY:                   Corporate Functions

REPORTS TO (JOB TITLE):              HR Innovation Manager

DUAL REPORT                              N/A

Job Purpose                                       

To support HR and the business in developing and enhancing system processes and practices.  Collaborate with HR & the Business maintaining, delivering and executing data integrity through close collaboration with HR Business Partners and HR COEs.  Provide support and guidance on improving the data with continuous improvement to meet global standardization and simplification goals. Drive efficiency and preparation for successful HR system updates and implementations.

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

·         Utilizing our HR processes and systems (PeopleSoft, Oracle Cloud) related to overall people data

·         Developing actionable management dashboards for HR functions

·         Acts as a liaison between the IT development group and business units for the development and implementation of new systems and enhancement of existing systems

·         Identifies and documents systems requirements

·         Works with business user community including Identified Key Business Contacts to develop test scripts and participate/lead User Acceptance Testing as necessary

·         Recommends appropriate systems alternatives and/or enhancements to current systems

·         Prepares communications and makes presentations on system enhancements and/or alternatives.

·         Independently drive the successful delivery of projects and products using strong project management and deployment focused activities.

·         Produce analysis and visualizations through cutting edge technologies such as PowerBI. 

·         Generates innovative ideas and solutions that improve products, insights and our ability to efficiently deliver.

·         Manage requests to resolve and analyze management reporting with customers determining if the right questions are being asked and advising on right visualization to emphasize points.

·         Awareness of data privacy and legal issues for escalation to Manager if necessary

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

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

·         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

·         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

·         Minimum Batchelor’s Degree or equivalent plus 6 - 8 years relevant experience in an HR systems role 

·         Advanced skills in MS Office suite especially Excel, PowerPoint and SharePoint

·         Strong HR functional background

·         Strong system and data integrity mindset

PREFERRED

·         Knowledge of HR Systems, PeopleSoft 9.1 and Oracle Cloud preferred

·         Knowledge of working in Matrix organisation preferred

Knowledge, Skills & Abilities

REQUIRED

·         Strong skills in Excel, PowerPoint, SharePoint and other standard office software with skills in PeopleSoft.

·         Strong knowledge of HR data, Peoplesoft and Oracle transactions

·         Data analysis and interpretation skills with attention to detail

·         Excellent communication, service and collaboration focus

·         Must have an international mindset, to think globally and objectively

·         Ability to work effectively under pressure with multiple priorities and tight timelines, making efficient use of time management.

·         Expertise in HR Systems, including PeopleSoft, preferably PeopleSoft 9.1 and/or Cloud based system

·         Proficient in system updates, enhancements process and practices

·         Ability to troubleshoot issues

·         Support IT and stakeholders on system, data and transactional requirements

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                     Make Selection

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 IV

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.