HR Shared Services Global Process Owner

at  Weatherford

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:

Duties & Responsibilities:

• Hire to retire Process design (including process mapping), process monitoring and process improvement.; responsible to map the process, define the required process, identify key areas for improvement, implement improvement initiatives, and monitor and measure these initiatives with HRSS CI team.
• Ensuring the process is leaner, and more efficient and cost-effective
• Create process maps, workflows, standard operating procedures, reports, and HRSS business case documents
• Being recognized within and across the HR function as the ‘go-to’ expert and owner of process, is part of all process design - and no process change happens without the GPO’ engagement.
• Building best-in-class, standardized processes which help the function create competitive-advantage performance
• Monitor user compliance; tracking where, and how well, the required process is being followed by the users.
• Ensuring that KPIs are in top quartile of metrics
• Support in any system implementation / enhancement initiatives to the extent impacting HR processes.
• Ensure adequate and timely root cause analysis to understand problem drivers and implementation of necessary corrections and/or changes.
• Identify and drive process automation including robotics for the process area.
• In consultation with HR functions and service delivery teams, support the identification, prioritization and implementation of process improvements, to drive better business outcomes.
• Establish and sustain process change control for all HR processes.
• Provide HR process expertise for shared service migrations, business integrations including M&A activities.
• Build and maintain partnerships with Workstream technology partners.
• Create a prioritized, metric-driven pipeline of process related improvements and opportunities with associated governance model and serve as liaison between technical and HR resources with a focus on reducing process costs, increasing efficiency, enhancing the user experience.
• Build business cases to quantify the cost and value of process opportunities and advocate for funding as necessary
• Identify gaps between the global and regional process with a clear plan to close the gaps while giving provisions for legal and regulatory required variances.

Qualifications:

• A bachelor’s degree in a human resources or business-related field. Graduate degree desirable in a related field preferred
• 4 plus years’ experience in human resources and/or shared services operations, as well as a thorough understanding and subject matter expertise of HR end-to-end process design and management and demonstrated expertise with Oracle HCM
• transformation and process design work preferable with Oracle HCM system
• Process knowledge, process mapping experience and subject matter expertise
• Program and project management experience required.

Desired Characteristics

• Formal continuous improvement (e.g. Lean / Six Sigma) desirable
• Business acumen and appreciating how a single change in a process can have a wide impact, and, conversely, how one change in the business can affect a particular process, is essential.
• Ability to think strategically while maintaining a strong sense of service delivery awareness
• Confident presenter for all audience types
• Ability to manage competing initiatives
• Effective interpersonal, verbal and written communication skills
• Ability to multi-task, be self-managed and meet critical deadlines with limited supervision

• Hire to retire Process design (including process mapping), process monitoring and process improvement.; responsible to map the process, define the required process, identify key areas for improvement, implement improvement initiatives, and monitor and measure these initiatives with HRSS CI team.
• Ensuring the process is leaner, and more efficient and cost-effective
• Create process maps, workflows, standard operating procedures, reports, and HRSS business case documents
• Being recognized within and across the HR function as the ‘go-to’ expert and owner of process, is part of all process design - and no process change happens without the GPO’ engagement.
• Building best-in-class, standardized processes which help the function create competitive-advantage performance
• Monitor user compliance; tracking where, and how well, the required process is being followed by the users.
• Ensuring that KPIs are in top quartile of metrics
• Support in any system implementation / enhancement initiatives to the extent impacting HR processes.
• Ensure adequate and timely root cause analysis to understand problem drivers and implementation of necessary corrections and/or changes.
• Identify and drive process automation including robotics for the process area.
• In consultation with HR functions and service delivery teams, support the identification, prioritization and implementation of process improvements, to drive better business outcomes.
• Establish and sustain process change control for all HR processes.
• Provide HR process expertise for shared service migrations, business integrations including M&A activities.
• Build and maintain partnerships with Workstream technology partners.
• Create a prioritized, metric-driven pipeline of process related improvements and opportunities with associated governance model and serve as liaison between technical and HR resources with a focus on reducing process costs, increasing efficiency, enhancing the user experience.
• Build business cases to quantify the cost and value of process opportunities and advocate for funding as necessary
• Identify gaps between the global and regional process with a clear plan to close the gaps while giving provisions for legal and regulatory required variances