Senior HR Business Partner

Job Purpose

The job exists to ensure that all Human Resources aspects of the assigned Division (Onshore and Offshore Operations) are planned, implemented and accomplished in a timely and effective manner. This includes ensuring that the schedules for key HR processes such as Annual Appraisals, Merit Budget preparation and Annual Bonus programs are notified to Divisional management and that necessary training is implemented to enable on-time completion. The job holder will be the visible face of Human Resources to Divisional management and staff and will relay business requirements to the core HR team for action. The incumbent will assist Divisional management to maintain high levels of technical and managerial competence and will pay particular attention to the development of the needs of National staff, ensuring their exposure to all key activities likely to enhance their competence and management skills. The Senior Business partner will also be expected to advise Divisional leadership and staff on the observation and implementation of the NOC company culture, exemplifying and encouraging corporate values and behaviors. The incumbent of this particular Senior HRBP box will act as Deputy for the Head HRBP and key supporter in transforming ways of working of HRBP team as well as driving the development of other HRBPs through coaching and mentoring. CONTEXT AND ENVIRONMENT Office based in Doha, Qatar. Visits to warehouses, offshore installations and potentially foreign locations where Projects staff are assigned may be required, to visibly execute the role. Must be willing to participate in crisis response training and to assist during emergency response situations if required. Key Accountabilities

Develop and maintain solid professional working relationships with Divisional management, supervisors and staff; establish the Senior HR Business Partner role as an integral element of the functioning of the entity. Interact closely with HR management team and colleagues, to ensure that actions taken or advice given is fully aligned with departmental objectives and strategy. Ensure that the Divisions are adequately staffed to implement their objectives; liaise with management to anticipate and recruit the staff and contracted resources required to do so, maintaining awareness of the NOC Recruitment Plan and recommending updates as priorities evolve. Advise divisional management on cross-cultural interaction with a diverse workforce in order to maximize cooperation and efficiency, with particular focus on skills and knowledge transfer and succession planning. Participate in job evaluation campaigns to ensure that positions are fully described, presented and evaluated and that resulting evaluations are credible and can be explained to divisional staff as required. Anticipate and prepare for HR campaigns such as Annual Appraisals, merit and performance bonus budgets and identification of training needs, in order to ensure that these are implemented efficiently. Advise managers / supervisors and coordinate and conduct formal training sessions as required. Pro-actively sponsor and support organizational and cultural change, ensuring that measures proposed are culturally appropriate and likely to enhance corporate and personal effectiveness. Champion issues raised by employees when these are important enough to warrant management attention, ensuring that the matter is thoroughly considered and concluded by Line Supervision. Ensure full personal awareness of Divisional objectives and strategy, and promote these among staff without supplanting the role and authority of management and supervision. Conduct exit interviews with departing staff to ascertain the reasons for leaving and follow-up recommendations to resolve the issues raised. Coach and develop other HR Business Partners. Represent the organization at conferences and hiring or employer branding events where necessary. Competencies

Delegate Appropriately and Communicate Effectively Demonstrate Adaptability in Managing Complex Situations Demonstrate Learning Agility and Drive Innovation Develop Emotional Intelligence and Cultural Competence Develop Others and Institutionalise Knowledge Develop Talent for the Future NOC Sustainability Facilitate Collaboration and Sense of Community Improve Safety, Technical Proficiency and Results Lead By Example with NOC Values Set Purpose, Strategic Direction and Company Plan Strengthen Accountability and Continuous Improvement Think and Act in Stakeholder-Centric Ways Education

University Degree Certification

CIPD qualified (or similar) or working on a Post Graduate qualification in HR. Experience

Proficient in MS Office products, particularly Word, PowerPoint and Excel. Strong personal focus on safety awareness and on encouraging safe behaviors. An excellent communicator (both personally, as a listener and in writing), able to ensure that key issues are transferred promptly to those who will be required to react. 10+ years’ experience in HR with at least 2+ years’ experience in Oil and Gas as an operational Business Partner or similar role. Experience in all key aspects of HR activities with special emphasis on talent and performance management, leadership coaching, change management, and organizational development. Experience in the coaching and mentoring of junior staff would be an advantage. Fluency in English essential. Fluency in Arabic not essential but advantageous.

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