About this role

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.HR.PROF.IIIJOB DESCRIPTION

POSITION
TITLE: HR Business
Partner

POSITION CATEGORY: Corporate Functions

REPORTS
TO (JOB TITLE):

DUAL
REPORT N/A

Job Purpose

The entry-level HR Business Partner (HRBP) supports Global HR Business
Partner teams in developing and executing specific projects, providing daily
support to domestic and international clients, HRIS/ data management and
analysis and the delivery of HR lifecycle processes including but not limited
to talent acquisition (e.g., sourcing, pre-employment and onboarding),
performance, pay, and organizational change. Activities will be in
support across multiple client organizations but will require building
knowledge of each business at a sufficient depth to efficiently provide quality
results.

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

·
Submits and tracks employee changes through the various
Weatherford HR systems and in partnership with relevant Center of Expertise
(CoE) teams

·
Handles Immigration administration including I-9 verifications
for new hires and follows up with existing employees who have expiring
documents

·
Supports recruitment process from position creation to new hire
approval

·
Assists with onboarding activities for new hires including
building out key 60-day activities and stakeholder engagement with hiring
managers, detailing mandatory company training & systems training

·
Supports HRMS data management, reporting, and data accuracy and
conducts analyses, identifies issues and takes action to rectify accordingly

·
Assists with international transfers and global mobility support

·
Assists with Listen Up cases and investigation support

·
Assists with annual HR cycle activities such as performance
management, talent and merit

·
Participates in projects and tasks as assigned

·
To carry the learning attitude at workplace where you are
responsible to acquire the new skills to develop your career and meet the
Company’s expectation.

·
Employees should engage on a regular basis with their line
manager to discuss their personal performance, objectives and opportunities to
enhance their skills and experience to support their career potential

·
Demonstrates leadership, ethical behavior and adherence to
Weatherford standards at all times

·
Work with ‘Sr. HR Manager-CONNECT’ on the consistent reporting
for further enhancing the overall deliverables

·
Any other tasks assigned by the ‘Sr HR Manager - CONNECT’ from
time to time as per the need of the business.

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

·
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

·
Employees have a responsibility for developing their own careers
within the Company including completing all necessary function, compliance
& business standards training to enhance their knowledge, skills and
experience

·
Supervisors are expected to actively engaging their employees to
support talent management through Weatherford’s performance management process,
including but not limited to talent assessments, succession planning &
regular coaching opportunities

·
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

·
Bachelor’s Degree in Human Resources or related field

·
Minimum of 1-2 years of Human Resources experience as generalist
or specialist

PREFERRED

·
Master’s in Human Resources

Knowledge, Skills &
Abilities

REQUIRED

·
Basic knowledge of HR principles, practices, and procedures

·
Ability to handle multiple tasks at one time and within
short/changing timelines

·
Ability to work independently with minimal direct supervision

·
Must work well in a team environment

·
Ability to learn quickly, particularly in terms of HR systems
and processes

·
Have demonstrated a mindset for improvement

·
Highly organized and able to prioritize to meet deadlines

·
Strong interpersonal, communication and presentation skills

·
Advanced systems and MS office knowledge, particularly with Exce

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 Level I

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 II

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.