Company Profile

At Oceaneering, we solve the unsolvable. We are a global engineering company that has its roots in deep sea operations for oil & gas industries. Today we operate a diverse portfolio of business units and associated activities. Not only do we operate fleets of ROVs for deep sea operations. We run the NASA neutral buoyancy laboratory and we develop the next generation of spacesuits. We design some of the most popular entertainment rides for the likes of Universal and Disney. And here at Oceaneering Mobile Robotics (OMR), we specialize in creating cutting-edge, autonomous mobile robot (AMR) technology-based, turnkey logistic solutions. Our AMRs are employed in the production facilities of premium manufacturers and hospitals. With a focus on safety, reliability, and performance, OMR continues to push the boundaries of what is possible with robotics.

Duties & Responsibilities

Positioning the role of Snr HR Advisor (Snr HRA) as an integral part of the Business Unit Management Team, the HRBP will develop effective working relationships, influence and challenge the senior management team and the development and delivery of objectives and plans in support of the achievement of the Business Unit and HR strategies.

Working in partnership with the business, the Snr HRA will provide specialist coaching, support and influence that enables key clients to effectively deliver their people plans.

The Snr HRA will provide a consultancy service that delivers best practice and commercially focused HR solutions that support the Business Unit in conjunction with specialist HR functions and the HR Service Centre.

Functions

ESSENTIAL

• Equip key clients with appropriate tools and knowledge to effectively manage their people in line with the HR/Business Unit Strategy, objectives and plans e.g. performance management, absence management, career management etc.
• Provide project management support and HR expertise to the business with specific related projects.
• Identify people issues in partnership with assigned Business Unit and support them with advice and expertise to resolve these matters in line with Company policy.
• Contribute to the delivery of Business Unit Key Performance Indicators and action plans.
• Provide personal support on the research, design and development of HR initiatives in support of the HR strategy, using expert knowledge of the client area. Facilitate the creation of an implementation and communication plan into the local business area that achieves the agreed deliverables.
• Proactively gain client feedback to aid HR Centre of Excellence (CoE's) areas to improve service levels and work with HR CoE areas where an issue/project may have an impact to develop and support the business requirements.
• Working in partnership with the Business Unit, manage employee relations issues including ongoing relations with Employee Committees/Work councils (where appropriate). Build management responsibility and capability for managing ER issues and improve the effectiveness of consultation.
• Proactively consult, influence and negotiate with elected officials on local and Companywide issues. Ensure employee representation and compliance with collective labour agreements.
• Manage strategic ER / people issues, contracting in the services of HR CoE areas as required (including the Employee Solutions Centre (ESC).
• Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult and deliver new/amended policies and procedures into the business area in conjunction with relevant HR specialist area.
• Design, update, and enforce internal policies such as the employee handbook, sickness absence policy and other policies in accordance with Dutch and German laws and regulations.
• Provide managerial support through coaching, performance discussions, and addressing challenging situations such as with grievance, disciplinary issues, dismissal and performance management in alignment with both company regulations and Dutch/German labour law.
• Advise employees and managers regarding sickness and absence and provide advise on these matters in line with the Dutch law Wet Verbetering Poortwachter (regulations for sickness).
• Leveraging knowledge of the Dutch and German pension system and insurance regulations, lead annual reviews and consultations with pension and insurance providers. This involves evaluating current arrangements, identifying opportunities for enhancement, and keeping the records up to date.
• Offer advisory services concerning the 30% ruling, ensuring comprehensive understanding and adherence to Dutch regulations, including providing guidance on eligibility criteria and procedural requirements, optimizing benefits and minimizing risks for the organization.
• Advise with workforce planning and forecasting for the OMR team in the Netherlands and Germany working closely with Line Managers and Talent Acquisition on the resourcing plan.

CoE Partnering

• In conjunction with Organizational Development strategy, support, influence and advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the business area in order to improve business efficiency and people management allowing for flexibility and planned growth.
• Support the Business Unit with the management development of their people, providing advice, guidance and ad-hoc training on Individual Development Plans and work with the business unit to support the Talent Development and Succession planning initiatives that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development.
• Provide both transformational advice and transactional support (contracting in ESC/ CoE support where required) on change management initiatives, organizational / departmental restructures / job role design / outsourcing redundancy situations) in order to improve cost and efficiency, clarify accountabilities and empower delivery of great customer service.
• Promote performance management initiatives within the business unit as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviours aligned with Oceaneering core values.
• In conjunction with Talent Acquisition, identify short, medium and long term resourcing issues. Build and maintain the local manpower plans, co-ordinate with the TA Team over workforce supply and demand.
• Challenge Business Unit on new roles, replacement strategy, Career Framework levels etc.
• Support the Business Unit in the Career Framework Evaluation / Pay review process for new or transferring positions or substantially changed roles including the provision of advice and guidance on the Reward and Recognition Strategy for that business unit.
• Support Corporate Compensation with annual and ad-hoc reward initiatives in line with Compensation and Benefits strategies.

General

• Assist with any other duties as and when required.

• Undertake specific projects as instructed by management.

Qualifications

Qualifications

REQUIRED

§ Appropriate People Management Qualification/Degree

§ The ability to develop and maintain excellent working relationships within HR and the rest of the business.

§ Experience of effective challenging and influencing at Senior Manager/Director level.

§ Commercially focused.

§ Experience of managing significant organizational change.

§ Proven experience of managing and implementing projects and strategic change initiatives.

§ Demonstrate evidence of influencing and coaching skills

§ Experience of advising on complicated Employee Relations issues.

§ An up to date understanding of present and future employment legislation.

§ Experience of working in a unionized environment (only where applicable for Business Unit).

DESIRED

§ Experience within an HR Business Partner role.

Closing Statement

We offer a competitive salary, a comprehensive benefits package and the opportunity to advance in an international company. To apply, click 'Apply Now'.