Operations Performance HR Business Partner

Essential Functions

• 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
• 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
• Audit leadership capability gaps and partner with leaders to design targeted development interventions that strengthen enterprise leadership depth
• Translate enterprise talent strategy into actionable plans that address readiness, mobility, and diversity of leadership pipelines
• 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
• 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