Operations Performance HR Business Partner

The Operations Performance HR Business Partner serves as a strategic advisor and primary HR interface to the executive leadership team, shaping enterprise decisions through a people, leadership, and organizational lens and driving alignment between business strategy, talent strategy, and organizational capability. The HRBP provides global oversight of people and leadership initiatives that directly enable performance, resilience, and long-term value creation.
The ideal candidate brings deep business acumen, broad mastery of core HR disciplines including talent management, employee relations, performance management, workforce planning, and organizational design. In addition, the ideal candidate has proven experience operating at the executive level and demonstrates high credibility with senior leaders, able to influence outcomes without positional authority, and skilled at navigating complexity, ambiguity, and competing priorities across geographies, cultures, and functions. This individual consistently connects workforce strategy to business outcomes and ensures people decisions are grounded in data, sound judgment, and the organization’s strategic ambition.

ESSENTIAL FUNCTIONS

Executive Partnership & Advisory

• Serve as a trusted coach, challenger, and sparring partner to senior leaders and executives on leadership effectiveness, team dynamics, decision-making, and interpersonal impact
• Drive high-quality, outcome-oriented discussions with leaders on organizational performance, leadership behaviors, and talent risks
• Constructively challenge leadership assumptions and people decisions to ensure alignment with strategic priorities, values, and long-term sustainability

Leadership & Organizational Effectiveness

• Advise leaders on leadership responsibilities, governance, and behavioral expectations, particularly in times of change, growth, or transformation
• Enable and support leaders in leading complex change efforts, including organizational restructuring, operating model shifts, and cultural evolution
• Assess leadership capability gaps and partner with leaders to design targeted development interventions that strengthen enterprise leadership depth

Talent Strategy & Succession

• Strongly advocate for the identification, development, and deployment of top talent into critical and high-impact roles across the organization
• Partner with executives to drive succession planning, talent reviews, and workforce planning, ensuring near- and long-term leadership continuity
• Translate enterprise talent strategy into actionable plans that address readiness, mobility, and diversity of leadership pipelines

Strategic HR Integration

• Provide a full range of strategic HR business partnering services, including workforce planning, talent management, performance management, employee relations risk mitigation, and organizational design
• Partner with Centers of Excellence to ensure HR programs are aligned, scalable, and fit for purpose in a global, operationally intensive environment
• Act as an integrator across HR Centers of Excellence, ensuring enterprise solutions meet business needs while maintaining global standards and governance

Empowerment, Governance & Decision Quality

• Empower leaders to make independent, informed, and accountable people decisions within established policies, frameworks, and risk tolerance
• Balance empowerment with strong governance, ensuring consistency, fairness, and compliance across regions and functions
• Elevate decision quality by grounding discussions in data, insight, and a forward-looking assessment of organizational impact

QUALIFICATIONS

• 10+ years of progressive HR experience, including senior HR Business Partner, directly supporting operations support functions within the oil and gas industry
• Demonstrated success partnering with executive leadership teams and influencing outcomes at the enterprise level
• Deep understanding of talent management, leadership development, organizational effectiveness, and change leadership
• Proven ability to translate business strategy into people and leadership initiatives that drive measurable outcomes
• Strong curiosity and learning mindset, with the ability and desire to deeply understand the drilling and offshore energy industry, its operating context, and workforce dynamics
• Strong verbal and written communication skills

SUCCESS FACTORS

• Develop a strong understanding of the business and the Operations Performance function to influence leadership
• Develop partnerships with regional HR teams to facilitate the execution of functional initiatives
• Executives actively seek HRBPs perspective when making critical leadership and organizational decisions
• Talent pipelines are stronger, clearer, and more intentional across critical roles
• Leaders demonstrate increased confidence and capability in managing people and leading change
• HRBP is viewed not as a support function, but as a strategic enabler of enterprise performance

SUPERVISORY

None