HR Business Partner

Our Vision.

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. 

#OGJS

The Human Resource Business Partner (HRBP) adds value to the business leadership team on human resource related issues to ensure that SBM can achieve competitive advantage through its Human Capital Strategy. You are the line manager’s day-to-day Single Point of Contact for all Human Resource related matters, ensuring a strong focus on SBM’s Values as well as a long(er) term Human Capital view.

The HRBP leads change management initiatives compliant with (local and global) law & legislation and aligned with SBM tools, instruments and procedures (within the remit). You are also the local partner for 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.

RESPONSIBILITIES & MAIN TASKS

In order that the business can achieve a competitive advantage through its Human Capital Strategy and as Single Point of Contact to the line manager, YOU ARE TO:  

1.1. Monitor, execute and support workforce plans (e.g. recruitment plans, development plans, capacity and utilization plans) with a good understanding of business targets

1.2. Engage and act upon full scope of the employee life cycle (from recruitment/onboarding, to career development, compensation and benefits and ending with departure)

1.3. Act as a consultant/coach to managers and staff to increase organizational performance, improved personal/team performance, increase effective communications and improve relationships

1.4. Act as a mediator and confidential sound board when issues arise between employee and manager; Escalate issues when required

1.5. Organize, plan and lead activities that allow stakeholders to measure and increase staff engagement (ie: engagement survey, HR statistics…)

In order to be an effective local partner for HR expertise areas and the allocated business remit in the successful execution and implementation of policies, processes and projects, YOU ARE TO:

2.1. 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

2.2. Provide recommendations to improve HR policies and procedures whilst analyzing potential exposures, bearing in mind the cost impact of the decisions taken.

2.3. Ensure new HR programs and initiatives are communicated, understood, acted upon and delivered in a timely manner.

In order that risks (legal, capability) to the organization are mitigated or reduced YOU ARE TO:

3.1. 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

3.2. Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements for HR processes (e.g. recruitment, training) and report non-compliance as necessary

3.3. 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

3.4. 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

In order that Reward plans are competitive and administered in accordance with Management Board directives YOU ARE TO:

4.1. Consult with leaders on performance based annual salary increases and Short and Long Term Incentive Programs

4.2. Apply department Compensation Analysis benchmarks to drive recruitment and retention decisions

4.3. Prepare and analyze turnover data for management review

JOB REQUIREMENTS

The ideal candidate has 3-5 years of relevant work experience and brings (the ability to):

• Customer Focus: Building strong customer relationships and delivering customer-centric solutions.
• Plan and Align: Planning and prioritizing work to meet commitments aligned with organizational goals.
• Drive Results: Consistently achieving results, even under tough circumstances.
• Collaborate: Building partnerships and working collaboratively with others to meet shared objectives
• Persuade: Using compelling arguments to gain the support and commitment of others.
• Instill Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Manage Ambiguity: Operating effectively, even when things are not certain or the way forward is not clear.

Important note: Temporary Position - 1 year contract

GENERAL INFORMATION

SBM Offshore N.V. is a listed holding company that is headquartered in Amsterdam. It holds direct and indirect interests in other companies that collectively with SBM Offshore N.V. form the SBM Offshore Group (“the Company”). For further information, please visit our website at www.sbmoffshore.com. The companies in which SBM Offshore N.V., directly and indirectly, owns investments are separate entities.

SBM Offshore is proud to be an Equal Employment Opportunity and Affirmative Action employer. SBM Offshore does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law.  All employment is decided on the basis of qualifications, merit, and business need.