Human Resources Business Partner (HRBP)

Role Summary

The Human Resources Business Partner (HRBP) is a key member of the Corporate HR team within the Global HR Function. This role partners closely with HR Leadership, Global and Geozone HR teams, and HR Centers of Excellence (CoEs). As an embedded business partner to assigned client groups, the HRBP works with leaders and employees to anticipate workforce needs, address HR-related issues, and deliver solutions that enhance organizational performance, culture, and employee experience.

The HRBP maintains strong business acumen and a clear understanding of financial performance, business strategy, culture, and competitive landscape to ensure HR strategies align with business priorities.

Key Responsibilities

HR Partnership & Operational Support

• Serve as a trusted advisor to leaders by providing coaching on HR policies, practices, and workforce decisions.
• Deliver core HR processes, including talent acquisition, performance management, compensation, retention strategies, DE& I initiatives, employee relations, HRMS support, communication, and training/development.
• Support change management efforts and company-wide transformation initiatives within assigned business units.
• Align HR priorities with business needs, negotiating support requirements with cross-functional teams.
• Lead and support HR projects that align with business strategy and drive organizational effectiveness.
• Manage HR data with accuracy and confidentiality; conduct audits and data cleanup as required.
• Collaborate with Geozone HR teams to ensure consistent HR oversight for geographically distributed employee groups.
• Analyze workforce metrics and trends to identify risks and opportunities; partner with CoEs on solutions, programs, and policy recommendations.
• Regularly analyzes HR data (e.g., turnover, engagement, performance, staffing) to highlight trends, support root-cause analysis, and drive continuous improvement initiatives

Communication & Stakeholder Engagement

• Communicate effectively across a global, cross-functional workforce to support continuous improvement in HR service delivery.
• Build productive relationships with leaders, employees, and stakeholders at all levels.
• Ensure stakeholders understand and comply with company policies, procedures, and applicable legal and regulatory requirements.
• Maintain consistent, transparent communication with internal and external partners as needed.

Financial Acumen

• Demonstrate understanding of financial principles within a global HR context.
• Provide leaders with insights, tools, and action plans to meet talent, productivity, quality, and cost-efficiency targets.

People & Development

• Partner with leaders to strengthen organizational health, improve morale, and enhance employee engagement and retention.
• Advise managers on complex employee relations matters; collaborate with the Employee Relations Director when needed.
• Conduct thorough, fair, and objective investigations for assigned ER cases.
• Provide day-to-day coaching on performance management, career development, conflict resolution, and corrective actions.
• Participate in ongoing learning to support personal and professional development.

Experience & Education

Required

• Bachelor's degree in Human Resources, Business Administration, or related field
• Minimum 12 years of HR experience in a generalist and/or specialist capacity
• Strong experience in employee relations, employee engagement, and change management
• Advanced proficiency in Microsoft Word and Excel
• Strong communication and interpersonal skills, with the ability to influence and challenge leaders appropriately
• Ability to work independently and collaboratively within a cross-functional environment
• Demonstrated ability to manage multiple priorities and build effective working relationships

Preferred

• SHRM or HRCI certification
• Experience with Oracle HR systems
• HR experience within the Oil & Gas industry