Katy, Texas, United States
With decades of experience in a variety of consumer, industrial and oil and gas roles, I am experienced in helping organisations develop top talent and thrive in dynamic conditions and leading large-scale complex change, by focusing on driving business results and nurturing customer relationships through the unique intersection of strategy, culture and talent. Now, as a Senior VP HR leader for Baker Hughes, I bring significant global experience in developing and executing human resource strategy in support of the overall business plan and strategic direction of the Oil Field Service organization. I do this specifically, in the areas of succession planning, talent management, change management, organizational and performance management, training and development, employee relations and compensation of a business generating c.$13B of revenue and over 35,000 employees. Prior to joining Baker Hughes, I served as the Global HR Integration Director and Global HR director of Surface and Well Performance Solutions at GE Oil & Gas. Previously to that, I spent 10 years at Schlumberger in various HR roles - I have always enjoyed creating and driving effective change management of HR strategies, transformation projects, programs, diversity & inclusion activities, and other continuous improvement initiatives throughout my career. In all my endeavours, my preferred leadership approach is hands-on coaching to empower managers to identify, develop and engage key talent and positively impact the workplace culture in alignment with company values, short and long-term HR strategies. Now, as the oil and gas industry continues to focus on its role in the energy transition, I am proud to be a part of Baker Hughes’ net-zero commitment by 2050 and note that we are well on our way to achieving our goal - It is great to see Baker Hughes leading from the front in this sector, using technology to transform the oil and gas and other industries from within. I am dedicated to our mission and our team. I currently reside in Houston, Texas USA however during my career I have been fortunate to live all over the world including Colombia, Ecuador, Egypt, France, Malaysia, Peru, Spain, Sudan, UAE and the UK. Outside of my work at Baker Hughes, I continue to enjoy travelling and exploring many different cultures first- hand with my family. I use LinkedIn to share my thoughts and hear others’ perspectives about the workplace and implementing organizational strategy effectively and at pace - I’m always open to hearing new ideas on how to use this platform for the better.
Overall responsibility for the planning and execution of the integration between GE’s oil and gas business with Baker Hughes which included: Managing the Integration of 67,000 + employees, co-ordinating with integration leaders, other functional ILs and business leadership and overall planning, strategy and direction of the integration. This involved a clear focus on global and strategic issues, leadership, talent management, acquisition and retention, compensation and benefits, HR operations and payroll, global mobility, technical training and HR regional engagement and execution.
Responsible for developing the appropriate HR business plan, reflecting the challenges and opportunities within each region/country/business unit
My role involves the development of HR plans to support the business unit strategies and the iimplementation of a global HR structure to support delivery; Management and transformation of value-adding HR team to ensure the key business managers have the appropriate strategic guidance and HR plans for their areas; Management of change programmes to ensure delivery of improved HR service through a support services structures, including systems change; Implementation of HR key performance indicators, aligned to HQ, and ongoing improvement of these.
The Regional Support Center Manager is responsible for managing and administering an HR Regional Support Center (RSC), which provides a variety of services and tasks, either directly or through subcontractors, to all internal Schlumberger clients. I’m directly responsible for ensuring that all activities of the RSC are conducted in a professional, timely and cost-effective manner. These include, but are not limited to, activities in HR practices (Compensation and Benefits), HR transactions (HR Systems and Processes, Payroll, Visa/Immigration), HR Compliance and the HR Management System in addition to HR Training and Quality Systems
Responsible for the overall management of Personnel services and programs in Peru, Colombia and Ecuador, including implementation of policies and standards, employee training & development, compensation & benefits strategies and internal communication to improve awareness and motivation of employees. Maintains and facilitates relationships with appropriate external bodies such as government authorities (Federal and Provincial/State) and Personnel-related agencies. Promotes community awareness and global citizenship through participation in local programs. Establishes and maintains relationships with all key universities in the Geo-Market and oversees recruiting campaigns. Supports local Schlumberger Spouses Association chapter(s).
Support performance management and employee development through performance appraisals, career planning, job descriptions, COR, high value exercise, promotions and recognition/reward programs. Coordinate staffing; including recruitment, training and development, transfers, and promotions in line with the Geo-Market Business Plan. Develops and manages succession plans and implements programs that ensure employee development for key Geo-Market competency requirements (including Geo-Market nationals working overseas and responsible for oversees relocation, induction and orientation for new hires and transferred employees) Responsible for compensation and benefit strategy, supervision, and administration to ensure competitive compensation practices and a motivated workforce in the Geo-Market. Manages and monitors the compensation line on the Geo-Market P&L, including business plan forecast, budgeting and monthly analysis of compensation key indicators. Provide guidance and coaching to Geo-Market management on Personnel principles and employee relations, including developing and implementing a Crisis Management plan, and managing both internal and external communications