SR HR MGR

The HR Manager position is a hands-on working position, reporting to the Sr. Director Business Partner. India HR Manager, the incumbent is an integral part of Weatherford s matrixed India business and HR leadership community. The role is expected to act as a trusted consultant and partner (coach, advise, counsel) to the assigned business organization(s). The India business is part of the Asia Geozone with ~$400m Revenue and The India hosts multiple business for Weatherford Global support such as Corporate Functions, Research and Development center, Manufacturing and Operations.

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

• Anticipates, identifies and analyzes business opportunities, needs and challenges to deliver solutions which address them.
• Contributes to the Weatherford HR strategy and translates it for the client and India All Business.
• Establishes trusted working relationships with business leadership and staff to be able to actively and effectively advise and provide thought partnership and coaching.
• Ensures key business HR processes (e. g. , attraction, performance, retention, compensation, retention, DE&I, employee relations, HRMS, training/development, communication, change management) are delivered with high expectations for quality results both to the client, India Enterprise Level Businesses Operations, and HR.
• Contributes from design through execution on organization, portfolio and leadership changes and the change management of each.

QUALITY

• Responsible for being familiar 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

• Effectively communicates with a global, cross-functional and diverse workforce focused on continuous HR service delivery quality and productivity improvement.
• 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

• Understands the fundamentals of financial management in a global HR function and what constitutes effective, optimal delivery of cost-effective HR services.
• Provides guidance, tools and action plans to meet talent, financial, productivity, quality and other HR targets.
• 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

• With guidance, the HR Manager will lead an HR professional and actively engage them in their development (performance, talent identification, succession planning, development)
• Guides the Business Stakeholders at enterprise level and contributes heavily to the HR team to have influence and contribute to Weatherford HR and business organizations
• Collaborates highly across a global, highly distributed, matrixed and transformational business environment
• Contribute to creating a talent pipeline that assures the right people are placed at the right time with the right skill and will
• Contribute to Change & Culture transformation.
• Drive strategies for the recruitment & retention of talent and foster an environment that supports the attraction & retention of a high performing talented workforce
• 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
• 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
• 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

• Demonstrate leadership, ethical behaviour and adherence to Weatherford standards at all times.
• Contribute to the Weatherford HR strategy and translate it for the client and country such that a compelling vision and purpose is understood.
• Demonstrate leadership, ethical behaviour and adherence to Weatherford standards at all times.

Job Requirements:

Experience & Education

REQUIRED

• Bachelor's degree in Human Resources or a related field.
• Have 15+ years progressive general HR experience, including a demonstrated career track record across multiple HR business partnership roles.
• Have Experience or demonstrated capability leading people or projects.

Preferred:

• 8 years of Managerial experience is preferred.

Knowledge, Skills & Abilities

REQUIRED

• High proficiency in Microsoft Office
• Sound knowledge of the energy industry
• Exceptional communication skills

Travel Requirement: This role may require domestic and potentially international travel of up to:

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