Regional Head of HR Gulf & Guyana

Essential Functions

• 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 processes and ensuring compliance.
• Mobilize rigs to ensure start-up in new areas 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.
• Prioritize 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.