Regional Head of HR Gulf & Guyana

This role serves as a strategic leader to regional advisory team and an HR Partner to the Vice President of Operations, acting as the primary advisor on all people-related matters. The position is responsible for driving the immediate- to mid-term execution of the HR functional strategy, translating long-term objectives into clear, actionable operational plans. In addition, the role provides overall operational direction for the HR Advisory function, ensuring alignment with business priorities, workforce needs, and changing organizational conditions. As a people leader, this role is accountable for building a high-performing HR Advisory team and cultivating a culture of excellence and continuous improvement driving global HR solutions to effectively support offshore personnel.

ESSENTIAL FUNCTIONS

Strategic Leadership & Execution

• Drive the implementation of HR strategies that support business objectives, including workforce planning, talent management, succession planning, and organizational effectiveness.
• Translate enterprise‑level HR strategy into department‑level operational plans, ensuring measurable progress and accountability.
• Shape and influence policy formation within the HR function and across Operations, ensuring policies are practical, compliant, and aligned with organizational values.
• Lead cross‑functional initiatives to solve complex organizational challenges, using data, analysis, and collaboration to design and implement sustainable solutions.
• Influence senior and executive leaders to adopt best‑practice HR approaches, leveraging strong communication and relationship‑building skills.

Operational & People Leadership

• Guide Operations leaders in enhancing employee performance management and succession planning, including the administration of both informal and formal disciplinary actions.
• Ensure compliance with local labor laws, union / collective bargaining agreements, and HR policies protecting both the employees’ rights and the organization’s legal interests.
• Provide emergency management support, including crisis response and communication to affected employee and next of kin.
• Conduct thorough investigations into internal complaints and whistleblower alerts, ensuring confidentiality and effective resolution.
• Manage visa/immigration processes.
• Manage local recruitment for onshore and offshore personnel in adherence with global standards and in collaboration with Recruitment and Offshore HR Partnering.
• Support finance with identifying tax process and ensuring compliance.
• Mobilize rigs to ensure start up in new area of operations.
• Execute ramp up and ramp down plans as required.

Employee Relations, Compliance & Risk Management

• Ensure full compliance with local, state, and federal labor laws, union agreements, and internal HR policies.
• Serve as a trusted advisor on complex employee relations issues, guiding leaders through investigations, performance matters, and conflict resolution.
• Partner with legal, labor relations, and compliance teams to mitigate risk and ensure consistent application of policies and practices.
• Provide leadership during emergency or crisis situations, ensuring timely communication, coordinated response, and support for affected employees.

Cross‑Functional Collaboration

• Work closely with Centers of Excellence (COEs) such as Talent Acquisition, Learning & Development, Compensation, and HR Operations to deliver integrated HR solutions.
• Partner with Operations leadership to understand workforce needs, organizational challenges, and opportunities for improvement.
• Lead or contribute to enterprise‑wide initiatives related to culture, engagement, DEI, organizational design, and change management.

QUALIFICATIONS & EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or relevant certification (e.g., SHRM, HRCI) is preferred
• A minimum of 8 years of HR experience, with at least 2 years in a leadership role within a large, complex organization
• Demonstrated experience as an HR business partner in a fast-paced, dynamic environment
• Strong understanding of industry-specific labor laws, unions and work councils, and regulatory environments
• Excellent leadership, communication, and interpersonal skills
• Proven ability to manage conflict, build consensus, and facilitate problem-solving and collaboration amongst various stakeholder groups
• Strategic thinker with excellent analytical and decision-making skills
• Experience in HR operations, organizational development, talent management, and change management

SUPERVISORY

Direct:  Region HR Advisory Team