HR Manager

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.

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

Qualifications

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