Strategic HR Alignment
- Align HR strategy directly with project goals, client requirements, and company growth plan.
- Forecast resourcer based on project pipeline and mobilization schedules.
- Maintain flexibility for rapid scaling (mobilization/demobilization across multiple projects or countries).
- Integrate HR decisions with commercial and operational planning.
Workforce Management
- Prepare a comprehensive resource plan for each project phase (engineering, construction, commissioning, maintenance).
- Maintain skill matrix and manpower database to deploy the right people quickly.
- Use HR dashboards to track workforce strength, nationality mix, and cost.
- Build a reserve pool of key trades and engineers for emergency mobilization.
Recruitment & Selection
- Source through multiple channels — agencies, referrals, technical institutes, LinkedIn, etc.
- Define clear job descriptions with safety and certification criteria.
- Conduct technical, HR, and HSE interviews to ensure competence and cultural fit.
- Verify trade test results, certificates, and experience in oil & gas projects.
- Standardize recruitment turnaround time and maintain transparency in selection.
- Health, Safety & Welfare Integration
- Treat HSE as an HR core function, not a separate compliance item.
- Make safety orientation and training mandatory before mobilization.
- Provide proper accommodation, food, insurance, and medical coverage for all site personnel.
- Implement zero tolerance for unsafe behavior and ensure psychological well-being support for remote-site staff.
Compliance & Documentation
- Adhere strictly to labor laws, visa, and work permit requirements of the host country.
- Maintain complete employee files, contracts, and passport validity records.
- Conduct periodic audits for payroll, attendance, and benefits compliance.
- Ensure alignment with international standards like ISO 9001 (Quality) and ISO 45001 (Safety).
Employee Relations & Communication
- Maintain transparent communication channels between site HR, head office, and workforce.
- Conduct toolbox talks, grievance redressal, and employee engagement programs.
- Recognize and reward outstanding safety or performance achievements.
- Build a multi-cultural inclusion policy — especially for diverse oilfield crews.
Compensation & Benefits
- Design competency-based pay structures linked to project complexity and work conditions.
- Benchmark wages with industry and regional standards.
- Offer performance incentives tied to productivity and safety KPIs.
- Manage rotational schedules and leave cycles effectively to reduce burnout.
Training & Development
Develop continuous training programs for:
- Technical upskilling (welding, scaffolding, rig operations, QA/QC)
- Supervisory leadership and project management
- Safety and emergency response
- Create a learning culture supported by e-learning and on-site training centers.
- Identify and promote local talent to reduce long-term dependency on expats.
HR Digitalization & Systems
- Use HRMS / ERP systems for attendance, payroll, visa, and performance tracking.
- Integrate with project control systems for cost-to-labor analytics.
- Automate reports for manpower utilization, overtime, and rotation tracking.
- Introduce employee self-service portals for payslips, leave, and feedback.
Leadership & Organizational Culture
- Cultivate a “People + Performance + Safety” mindset from top to bottom.
- Encourage ethical leadership and accountability.
- Build a succession plan for critical roles — site managers, HSE officers, rig supervisors, etc.
- Promote trust, respect, and teamwork across departments and project sites.
ESG & Sustainability Integration
- Embed fair labor practices, diversity, and welfare standards into HR policy.
- Ensure community engagement and local employment in project regions.
- Contribute to company’s Environmental, Social, and Governance (ESG) reporting.