HR Director

Overview

Weatherford is a leading global energy services company. Our world-class experts partner with customers to optimize their resources and realize the full potential of their assets. Across our operating locations, including manufacturing, research and development, service, and training facilities, operators choose us for strategic solutions that add efficiency, flexibility, and responsibility to any energy operation.

We are focused on technology development, digital solutions, and defining our footprint in the new energy space. Our ability to provide integrated solutions across our segments will be critical to growth in our core operations and the energy transition.

Energy producers face unique challenges every day, so it is our job to create solutions that enhance safety, streamline operations, and sustain uptime to meet or exceed their targets. We operate across the global energy landscape employing some of the best diverse talent in the industry. At Weatherford, we understand the value each individual brings to the table. We celebrate diversity in all its forms and are immensely proud of our workforce. We invite you to join our passionate, talented, word-class team.

When you join Weatherford, you instantly feel connected to something bigger - a community that is grounded by our core values and driven to create innovative solutions for our customers. We celebrate each other's successes, grow together, and learn from each other constantly. Individually, we are impressive. Together, we are unstoppable. We are One Weatherford.

Weatherford offers competitive compensation, a comprehensive benefits program and provides you a challenging and enriching career path, with a healthy balance of structure and flexibility to chart your own course.

Weatherford is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

Responsibilities

Safety, Security and 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 ByPlaces 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 riskSeeks 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 expectationsWill be a champion of Safety and providing exemplary leadership and commitment to all safety initiatives within the business.
Quality
Responsible for being familiar with the Company's Quality policies and takes an active role in the compliance and improvement of Weatherford's Management SystemMaintains service quality as immediate priorities when working across all areas of the business and continually seeks areas for improvement
Operations
Anticipates, identifies and analyses business opportunities, needs and challenges to deliver solutions which address themContributes to the Weatherford HR strategy and translates it for the clientEstablishes trusted working relationships with business leadership and staff to be able to actively and effectively advise and provide thought partnership and coachingEnsures key business HR processes are delivered with high expectations for quality results (e.g., performance, talent, resourcing, compensation, retention, DE&I, employee relations, HRMS, training/development, communication, change management)Contributes from design through execution on organization, portfolio and leadership changes and the change management of eachDevelops MENA HR strategy aligned to the Global direction and processes together with the management to all HR subareas: talent acquisition, training and development, evaluation and talent retention.Supports and sponsors the annual HR people cycle as it relates to: performance, onboarding, employee relations, reward, performance, talent & succession management and resourcing including NextGen.Implements a succession and development plan according to global guidelines for employees in order to prepare them.Partners with the WSC to ensure all HR transactions are executed in a timely and efficient manner.Define the strategy to be applied in the Geozoneworkplace in order to minimize conflicts and develop our business under local regulations while minimizing the risks to the company.Supports operation and function leads for all HR related matters.Makes professional recommendations which have a measurable impact on local business performance in terms of efficiency, quality, reliability, and internal customer satisfaction.
Communication
Effectively communicates with a global, cross-functional, diverse workforce focused on continuous quality and productivity improvement of HR service deliveryStakeholder engagement bolstered by strong customer focus to develop and sustain productive customer and stakeholder relationships at all levels of the organizationMaintains effective communication with all key stakeholders both internally and where appropriate externallyEnsures stakeholder understanding and compliance with legal and regulatory requirements as well as Weatherford's policies, procedures, and standards
Financial
Understands the fundamentals of financial management in a global HR function and what constitutes effective, optimal delivery of cost-effective HR servicesProvides guidance, tools and action plans to meet talent, financial, productivity, quality and other HR targets
People and Development
Responsible for leading a team of HR professionals and actively engaging them to support their development (performance, talent identification, succession planning, development)Provide or source training and development for GeozoneHR Team to increase capability.Develop peer/personal networks within and outside Weatherford to enhance own knowledge and expertise. Shares expertise and best practice with Team and other GeozoneHR leadsCollaborates across a global, highly distributed, matrixed and transformational business environmentContribute to creating a talent pipeline that assures the right people are placed at the right time with the right skill and willContribute as a Change & Culture Transformation championDrive strategies for the recruitment & retention of talent and foster an environment that supports the attraction & retention of a high performing talented workforce
Vision and Leadership
Development of the MENA HR strategy, budgets and people plans for the Geozone-sharing expertise and learning and ensuring an integrated approach to delivering high impact HR advice and quality service delivery across the Geozone.Builds an in-depth understanding of the business and operational context, opportunities and challenges facing operations and management, to ensure the development of new practices are based on informed business insight and joined-up thinking. Consults closely with internal customers and other stakeholders to understand current and future business needs, and plans work activities accordingly to ensure the services and advice provided meets those demands.

Qualifications

Experience and Education
15 years progressive general HR experience, including a demonstrated career track record across multiple HR business partnership roles. Experience or demonstrated capability leading other professionals. Bachelor's degree in Human Resources or a related field. Preferred is depth in MENA HR practices, processes and laws/regulations
Knowledge, Skills and Abilities

Strong interpersonal, influencing and communication skills that can impact at all levels Able to work in a multi-national and multi-cultural environment Able to deliver day to day operational requirements and continue to progress strategic objectives Comprehensive knowledge of effective HR practices, methods, programs and processes in all areas including performance, talent, resourcing, compensation, benefits, retention, DE&I, employee relations, HRMS, training/development, communication, change management Deep understanding of the business, its drivers and risks and applying it in decision making and an equally deep understanding of the business's ways of working and how to influence/ who to involve to get things done In-depth knowledge of relevant governmental policy, regulations and laws and the ability to apply them Proven ability to develop excellent working relationships with leaders and act as a strategic partner on people related decisions Capacity to gather and analyse complex and varied information and provide clear solutions at different levels of detail Strong leadership, mentoring and coaching skills Experience developing and implementing effective, proactive HR related policies/procedures/processes High initiative, resourceful, able to balance competing priorities and deliver results in a fast-paced and dynamic environment. Know the business drivers/risks/plus deeply so can apply knowledge in decision making; AND Know how the business works so can get things done (engage and influence as you helpfully say)

---