Job Purpose

The Senior HR Business Partner (HRBP) / HR Manager is an integral member of Weatherford's Global Human Resources function, partnering with leaders and employees to deliver business-aligned HR solutions across the employee lifecycle. In close collaboration with HR Leadership, Global and Geozone HR Business Partners, and HR Centers of Excellence (COEs), this role provides consultative support on organization effectiveness, employee relations, talent and succession, performance management, workforce planning, and change management. The role maintains a strong level of business literacy regarding the company's strategy, operating model, financial drivers, culture, and competitive landscape, ensuring HR initiatives enable safe, compliant, and high-performing operations.

Responsibilities

• Strategic partnering: Serve as a trusted advisor to leaders; translate business priorities into people plans aligned to Weatherford's strategy and operating cadence.
• Organization effectiveness: Support org design, role clarity, team effectiveness, restructuring, and integration activities; partner with COEs on change management and communications.
• Talent, staffing & succession: Partner with Talent Acquisition and leaders on workforce planning, selection, onboarding, internal mobility, and succession planning for critical roles.
• Performance & development: Lead annual and ongoing performance processes; coach managers on goal setting, feedback, development plans, and performance improvement actions.
• Employee relations: Provide guidance on policy interpretation, conduct investigations, resolve conflict, and manage corrective actions while ensuring fairness and consistent application of standards.
• Compensation & rewards partnership: In partnership with Total Rewards, provide input on job leveling, offers, promotions, merit/bonus planning, and market alignment.
• HR operations & compliance: Ensure local statutory compliance and timely execution of HR processes (documentation, reporting, employee data changes) in partnership with HR Operations/Shared Services.
• Culture & engagement: Drive engagement actions, support inclusion initiatives, facilitate communications, and strengthen organizational health across the assigned client group.
• Analytics & insights: Use HR metrics (turnover, absenteeism, time-to-fill, engagement, performance outcomes) to identify trends, deliver insights, and recommend actions.
• Leadership coaching: Build leader capability through coaching on people management, difficult conversations, and effective decision making.

Safety, Compliance & Governance

• Maintains the highest standards of corporate governance, ensuring that all activities are carried out ethically and in compliance with Company Security, Compliance & HSE policies, the Management System, relevant laws/regulations/standards, and industry practices; 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, processes, customers, or communities at risk.
• Seeks continual improvement in Health, Safety, Security & environmental protection, taking into account responsible care, process vulnerabilities, public/customer/employee inputs, knowledge and technology, and best business practices to exceed customer expectations.
• Demonstrates effective safety leadership for the health and safety arrangements of subordinates and visitors while on Company premises (where supervisory responsibilities apply).

Skills

• Business acumen: Operates with strong understanding of operational drivers, cost, productivity, and risk; connects people actions to business outcomes.
• Consulting & coaching: Influences and coaches leaders at multiple levels; confident decision maker who can appropriately challenge and provide alternatives.
• Employee relations expertise: Investigation, conflict resolution, policy application, and case management with sound judgment and confidentiality.
• Change leadership: Designs and executes change plans; supports transformation and continuous improvement initiatives.
• Program & project delivery: Leads HR projects in assigned function(s), negotiates priorities with cross-functional teams, and delivers within constraints.
• Communication: Strong interpersonal skills; clear written and verbal communication with the ability to tailor messages to audience.
• HR knowledge: Working knowledge of HR policies, talent practices, compensation fundamentals, performance management, and local employment compliance.
• Analytical skills: Comfortable using HR data to diagnose issues and recommend actions (e.g., turnover, engagement, staffing, performance outcomes).
• Tools: Highly proficient in Microsoft Office; experience with HRIS and case management tools is an advantage.
• Collaboration: Team player who builds strong partnerships across HR COEs and the business.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Typically 10+ years of progressive HR experience, including HR generalist/HRBP responsibilities supporting leaders in an operational, matrixed environment.
• Demonstrated experience in employee relations, performance management, and change management.
• Knowledge of local labor/employment legislation and HR compliance requirements in the country(ies) supported.
• Ability to work effectively with HR COEs and shared services, managing multiple priorities with a customer-focused approach.
• Minimum 10+ years' experience