SBM Offshore
HR Business Partner
SBM Offshore, Washington, District of Columbia, us, 20022
SBM Offshore believes the oceans will provide the world with safe, sustainable and affordable energy for generations to come. We share our experience to make it happen.Our Profile.We design, build, install and operate offshore floating facilities for the offshore energy industry. As a leading technology provider, we put our marine expertise at the service of a responsible energy transition by reducing emissions from fossil fuel production, while developing cleaner solutions for renewable energy sources. More than 7,000 SBMers worldwide are committed to sharing their experience to deliver safe, sustainable and affordable energy from the oceans for generations to come. Together, we are driving progress forward in a TRUE. BLUE. TRANSITION.We are looking for an
HR Business Partner
to work onshore at our Georgetown shore base.ROLE PURPOSE:Add value to the business leadership team on human resource related issues.Ensure that SBM achieves competitive advantage through its Human Capital Strategy.You are the line manager’s single point of contact for all Human Resource related matters, ensuring a strong focus on SBM’s values as well as a long-term Human Capital View.The HRBP leads change management initiatives compliant with (local and global) law and legislation and align with SBM tools, instruments and procedures (within the remit).You are also the local partner for the HR expertise areas in the successful implementation/execution/monitoring of policies, processes and projects.You will participate in the development and implementation of (new) HR Systems, Policies, processes, and programs.Monitor, execute and support workforce plans (e.g., recruitment plans, development plans, capacity, and utilization plans) with a good understanding of business targets.Engage and act upon full scope of the employee life cycle (from recruitment/onboarding to career development, compensation and benefits and ending with departure).Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications, and improve relationships.Act as a mediator and confidential sound board when issues arise between employee and manager; Escalate issues when required.Organize, plan and lead activities that allow stakeholders to measure and increase staff engagement (i.e., engagement survey, HR statistics…).Prepare (change) plans so that organizational, leadership and process changes are executed in a structured manner as well as communicated, understood, acted upon and delivered in a timely manner.Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken.Ensure new HR programs and initiatives are communicated, understood, acted upon and delivered in a timely manner.Consult with leaders on performance based annual salary increases and Short- and Long-Term Incentive Programs.Apply department Compensation Analysis benchmarks to drive recruitment and retention decisions.Prepare and analyze turnover data for management review.Compile accurate, compliant documentation to mitigate potential claims and/or damages to the organization by assessing risks and advising managers and employees on HR related issues (e.g. promotions, disciplinary issues, terminations) to meet external employment labor laws requirements and internal procedures.Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements for HR processes (e.g. recruitment, training) and report non-compliance as necessary.Provide analytics and review with managers to make decisions on resource capacity planning, organizational design and implement the relevant strategy for sourcing and developing staff.Possess current knowledge of the populations’ skills and abilities and compare to current organizational structure. Provide input on business unit restructures based upon capabilities and validated succession plans.Any other pertinent duties as may be assigned.QUALIFICATIONS / SKILLS / EXPERIENCEMinimum BSc in Human Resource Management or related field.Minimum 5 years of HR management experience.Proficiency with employee relations.Knowledge of Labor Laws of Guyana.Excellent communication skills, analytical thinking ability and a strong proactive attitude.Accurate, independent, innovative, customer-oriented and flexible work ethic.Strong leadership and problem solving skills.WORKING CONDITIONSMonday to Friday, office hours.Office located in Georgetown.Busy, fast-paced environment.COMPENSATION PACKAGEPermanent, full-time position.Medical and Life Insurance benefits.If you are interested and meet the requirements to perform this role, please apply via:At this time, we are seeking candidates who are Guyanese and living in Guyana.We wish to thank all applicants for their interest. Please be guided that only selected candidates will be contacted. For more information on SBM Offshore, please visit www.sbmoffshore.com.
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HR Business Partner
to work onshore at our Georgetown shore base.ROLE PURPOSE:Add value to the business leadership team on human resource related issues.Ensure that SBM achieves competitive advantage through its Human Capital Strategy.You are the line manager’s single point of contact for all Human Resource related matters, ensuring a strong focus on SBM’s values as well as a long-term Human Capital View.The HRBP leads change management initiatives compliant with (local and global) law and legislation and align with SBM tools, instruments and procedures (within the remit).You are also the local partner for the HR expertise areas in the successful implementation/execution/monitoring of policies, processes and projects.You will participate in the development and implementation of (new) HR Systems, Policies, processes, and programs.Monitor, execute and support workforce plans (e.g., recruitment plans, development plans, capacity, and utilization plans) with a good understanding of business targets.Engage and act upon full scope of the employee life cycle (from recruitment/onboarding to career development, compensation and benefits and ending with departure).Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications, and improve relationships.Act as a mediator and confidential sound board when issues arise between employee and manager; Escalate issues when required.Organize, plan and lead activities that allow stakeholders to measure and increase staff engagement (i.e., engagement survey, HR statistics…).Prepare (change) plans so that organizational, leadership and process changes are executed in a structured manner as well as communicated, understood, acted upon and delivered in a timely manner.Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken.Ensure new HR programs and initiatives are communicated, understood, acted upon and delivered in a timely manner.Consult with leaders on performance based annual salary increases and Short- and Long-Term Incentive Programs.Apply department Compensation Analysis benchmarks to drive recruitment and retention decisions.Prepare and analyze turnover data for management review.Compile accurate, compliant documentation to mitigate potential claims and/or damages to the organization by assessing risks and advising managers and employees on HR related issues (e.g. promotions, disciplinary issues, terminations) to meet external employment labor laws requirements and internal procedures.Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements for HR processes (e.g. recruitment, training) and report non-compliance as necessary.Provide analytics and review with managers to make decisions on resource capacity planning, organizational design and implement the relevant strategy for sourcing and developing staff.Possess current knowledge of the populations’ skills and abilities and compare to current organizational structure. Provide input on business unit restructures based upon capabilities and validated succession plans.Any other pertinent duties as may be assigned.QUALIFICATIONS / SKILLS / EXPERIENCEMinimum BSc in Human Resource Management or related field.Minimum 5 years of HR management experience.Proficiency with employee relations.Knowledge of Labor Laws of Guyana.Excellent communication skills, analytical thinking ability and a strong proactive attitude.Accurate, independent, innovative, customer-oriented and flexible work ethic.Strong leadership and problem solving skills.WORKING CONDITIONSMonday to Friday, office hours.Office located in Georgetown.Busy, fast-paced environment.COMPENSATION PACKAGEPermanent, full-time position.Medical and Life Insurance benefits.If you are interested and meet the requirements to perform this role, please apply via:At this time, we are seeking candidates who are Guyanese and living in Guyana.We wish to thank all applicants for their interest. Please be guided that only selected candidates will be contacted. For more information on SBM Offshore, please visit www.sbmoffshore.com.
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