Ethics & Compliance Data Analyst

Ethics & Compliance Data Analyst

Location: Houston, TX - Enclave (Hybrid)

Direct Manager: Julie Laha

The Ethics & Compliance Data Analyst supports the design, execution, and continuous improvement of the company's Ethics & Compliance (E&C) program through data-driven insights, advanced analytics, technology-enabled solutions, and reporting. This role leverages data to monitor program effectiveness, identify emerging risks and trends, support decision-making, and communicate the impact of E&C activities through clear, actionable visualizations and insights. The ideal candidate is equally comfortable building trustworthy datasets, developing analytical solutions, and translating complex information into compelling business narratives.

Key Responsibilities:

- Program Operations: Support the E&C program lifecycle (risk assessment, policy management, training, communication, investigations, audits, analytics). Partner with Legal and other functions (i.e. HR, Internal Audit, Finance, etc.) and business leaders to embed compliance into operational processes.

- Data, Analytics & Insights: Develop and maintain impactful dashboards, analytical products, and technology-enabled solutions using E&C data sources (e.g., hotline/case systems, training platforms, third-party risk, gifts and travel, conflicts of interest, investigations, and audit findings). Monitor key indicators such as allegation volume, cycle time, training completion, audit activity, OARs, and awareness campaigns. Transform complex data into clear visual stories that communicate risk hotspots, trends, root causes, and remediation efforts across geographies, business units, functions, and organizational structures. Establish data quality controls, coordinate data integrations and exports, automate recurring reporting processes, and maintain governance of key E&C data sources.

- AI & Technology Enablement: Implement E&C-related AI and automation initiatives that improve data analysis, reporting, and visualization capabilities. Collaborate with cross-functional stakeholders to develop and deploy AI-enabled tools, workflows, prompts, and templates that support E&C processes. Manage the E&C portfolio of AI use cases from intake and prioritization through implementation, monitoring, and continuous improvement. Evaluate emerging technologies and recommend practical applications that enhance data accessibility, reporting capabilities, and decision-making across the E&C function.

- Stakeholder Engagement & Culture: Create executive-ready presentations, dashboards, and visualizations that communicate E&C performance, risks, trends, and key insights to targeted audiences. Track E&C engagement with leadership populations (i.e. DGMs, MDs, etc.), including proactive monitoring for stakeholder rotation. Provide data and trend analysis to support quarterly board-level reporting. Support campaigns that promote ethical culture by using data to target messaging and optimize channels. Train stakeholders on dashboard usage and data interpretation and enable self-service analytics where appropriate.

Core Competencies:

- Integrity & discretion - Handle sensitive and confidential information with sound judgment and professionalism.

- Analytical problem solving & innovation - Use data, analytics, automation, AI, and emerging technologies to identify trends, uncover actionable insights, solve challenges, and improve E&C decision-making and program effectiveness.

- Data storytelling - Transform complex data into clear, compelling visuals and narratives that inform and influence stakeholders.

- Operational excellence - Organize workflows, meet deadlines, and document processes.

Tools & Technologies:

Microsoft 365 (SharePoint, Teams, PowerPoint, Excel including Power Query and PivotTables); business intelligence and data visualization platforms; AI and automation tools; workflow technologies; data integration and reporting solutions.

3-5 years

ALL APPLICANTS FOR U.S. ROLES MUST CAREFULLY READ ALL THE SUPPLEMENTAL U.S. SPECIFIC INFORMATION LISTED BELOW.

SLB is committed to a culture where everyone feels like they belong. To learn more about our diversity, equity, and inclusion commitments, please visit our Diversity & Inclusion | SLB (slb.com) page for more information.

When certifying your application, you are also certifying on reading and understanding all of the below supplemental information. For purposes of the application and the below information, Company shall be defined to mean SLB. Please note that the below supplemental information and the employment application are NOT a contract.

- EQUAL EMPLOYMENT OPPORTUNITY & VETERANS
Company policy is to provide every individual a fair and equal opportunity to seek employment and advancement at the Company without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, citizenship, genetic information, veteran or military status, disability, creed, ancestry, pregnancy (including pregnancy, childbirth and related medical conditions), marital status or any factors protected by federal, state, or local laws. We are an "Equal Opportunity Employer". For more information please, refer to the latest version of "Know Your Rights" poster and the "Pay Transparency Nondiscrimination Poster" located here: https://www.dol.gov/agencies/ofccp/posters. The Company is a VEVRAA Federal Contractor - priority referral Protected Veterans requested.
- REASONABLE ACCOMMODATIONS
The Company will endeavor to make a reasonable accommodation / modification to the known physical or mental limitations of a qualified applicant with a disability to assist in the hiring process, unless the accommodation would impose an undue hardship on the operation of our business, in accordance with applicable federal, state, and local law. If you believe you require such assistance to complete the application or to participate in the interview process, please contact [email protected] to request assistance. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
- AUTHORIZATION FOR EMPLOYMENT
Pursuant to the Immigration Reform and Control Act of 1986, all applicants who are offered and accept employment must produce documents establishing their identity and authorization for employment in the United States. These documents must be produced no later than seventy-two (72) hours after employment commences. In addition, all applicants who are offered and accept employment will be required to verify their employment authorization under oath by signing a USCIS Form I-9. SLB is an E-Verify employer.
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When applying to a job please read the application carefully before certifying that all of the answers you have given are true, accurate and complete. Ensure that you have read and fully understand the questions asked in the application. Unless noted otherwise, by certifying the application, you are also agreeing to and/or authorizing the following:
You understand that any omission and/or misrepresentation of any fact from or on the application or during any interview will result in immediate rejection of the application, or if hired, will be cause for immediate dismissal.
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- STATE INFORMATION
Please read below any applicable State Information. By certifying the application, you are also certifying that you have read and understood any applicable State Information that is listed below.
ARIZONA APPLICANTS ONLY: To the extent required by applicable law, the Company maintains a smoke-free workplace.
- CALIFORNIA APPLICANTS ONLY: I understand the Company may obtain, without using the services of a third party investigative consumer reporting agency, public records pertaining to my character, general reputation, personal characteristics, or mode of living during its evaluation of my application for employment and, if employed, during my employment. By checking the following box, I waive my right to receive copies of public records obtained by the Company.
- MASSACHUSETTS APPLICANTS ONLY: Note that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
- MARYLAND APPLICANTS ONLY: Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a lie detector test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.
- NEBRASKA APPLICANTS ONLY: By certifying the application you, hereby give consent to any and all prior employers of yours to provide information with regard to your employment with prior employers to SLB.