HR Advisor (People Services) || Rio de Janeiro

SAFETY AT SEADRILL
Our goal is to ensure that ‘nobody gets hurt' whilst performing their job. Everyone at Seadrill has a part to play in meeting our safety commitment.

Through strong leadership and personal responsibility from all employees, we take a systematic approach to identifying, managing and preventing the hazards involved in our day to day operations.

Nothing is more important to us than the health, safety and security of our workforce and the communities in which we operate and behaving responsibly towards our shared environment.

We are vigilant, disciplined and always looking out for one another. We have developed and embedded a strong safety culture onshore and offshore, fostered by all employees, who each have a personal responsibility and the authority to put an immediate stop to the job if they believe it to be unsafe.

Everyone at Seadrill is accountable for helping to build this culture of care. This includes:

• Compliance with the Seadrill Code of Conduct and Fight Against Corruption.
• Compliance with applicable internal and external governing requirements.
• Non-compliances are promptly acted on and reported to the direct supervisor.
• The standard for tidiness and cleanness is adhered to.
• Good and clear communications with all involved parties.

SEADRILL BEHAVIORAL FRAMEWORK
In Seadrill, setting the standard is not just about what we deliver, but how we deliver it. We co-created our Behavioral Framework with our employees, where we identified four key competencies that define our culture and help us to live our values. Our behaviors are embedded in the way we work and support and guide us day to day:

• Drive & Ownership
• Change & Forward Thinking
• Communication & Collaboration
• Service Delivery

**DIVERSITY **

This position is also for people with disabilities.

We recognize that our people are key to helping us to achieve our vision, so we have fostered a culture that encourages, supports and celebrates diversity of all kinds. It fuels our innovation and connects us closer to our customers and the communities we operate in.

JOIN SEADRILL
We value our people and want to retain them. So, we offer a competitive package built around an attractive base salary and a range of benefits tailored to your location.

Join Seadrill. Own the Opportunity.

The HR Advisor – People Services & Transformation leads Brazil's shift from manual HR processes to a system-enabled operating model, while also managing day-to-day People Services delivery. The role has three core areas of focus: first, driving technology adoption and transformation by leading Oracle Fusion/HCM adoption and redesigning manual workflows into automated, system- enabled processes, acting as the bridge between Brazil operations and Seadrill's global HR technology strategy; second, ownership of People Services operations, including benefits administration within Brazil's specific regulatory environment — covering statutory and private benefits, compliance, and vendor management; and third, bringing strong in-country presence and cultural fluency — a working understanding of Brazil's labor law, local stakeholder dynamics, and workforce culture — so that global technology and process standards are translated into something practical and credible on the ground, rather than simply imposed from outside. Together, these three areas ensure that Brazil's move toward better reporting, automation, and long-term AI-readiness is built on real operational and cultural context, not just a technical rollout.

Based in Rio de Janeiro in our office at Av República do Chile.
We work 4 days per week in office and 1 day from home.

Reporting & Analytics

• Own the HR Report Hub, keeping the intranet report list current and ensuring HR and HR Business Partners know how to find and use the OTBI reports available to them — reducing the number of ad-hoc questions coming to the Data Quality Advisor.

• Oversee the monthly data quality scorecard, working with Power BI and Power Automate (with IT support where needed) to ensure it's compiled accurately and reaches HR leaders on the last Friday of each month.

• Keep the People Services dashboard up to date and meaningful — tracking data completeness, error trends, correction turnaround times, and unassigned function records — so leaders always have a clear picture of data health.

• Produce the weekly headcount comparison report and follow up on any variance greater than 5%.

• Run the monthly headcount reconciliation between Fusion and Payroll, chasing down discrepancies and ensuring they're resolved within 5 working days.

• Prepare workforce snapshots and point-in-time comparisons to support quarterly reviews, annual reporting, and one-off requests from HR Business Partners.

**Data Quality & Systems **

• Work closely with IT to make sure Oracle Fusion HCM data is set up correctly to support automation — accurate function codes, complete worker types, and cost-center details.

• Understand how data flows from Oracle Fusion into other systems (Payroll, ISIT, Facilities), flagging any gaps to IT that could disrupt automated processes.

• Help prepare People Services data for future use in AI tools by ensuring data is clean, well-defined, and organized — partnering with IT/data teams on the technical build.

• Keep clear, practical documentation for each automation or process — simple guides, diagrams, and change logs — so knowledge is shared across the team, not held by one person.

• Manage the improvement backlog: gather ideas from HR Operations and HR Business Partners, weigh effort against benefit, and agree priorities with the Data Quality Advisor.

Governance, Compliance & Data Integrity

• Own HR Operations and People Services delivery, including benefits administration within Brazil's specific regulatory environment — covering statutory and private benefits, compliance, and vendor management.

• Ensure employee data is properly governed — document retention, access, security, and compliance with local legislation, company policy, and data protection requirements.

• Partner with HR, payroll, country stakeholders, and system/process owners to make sure pay-impacting and compliance-sensitive changes are accurate, timely, and fully auditable.

• Act as the escalation point for complex cases, data issues, and service failures — focusing on fixing the root cause rather than repeating manual workarounds.

• Work with benefits vendors to ensure strong governance practices and support a continuous improvement culture.

Enablement & Continuous Improvement

• Deliver "Reports Navigation" training so HR Operations and HR Business Partners can find what they need themselves, reducing reliance on the Data Quality Advisor.

• Create and maintain simple how-to guides for key OTBI reports — what each one shows, when to use it, and how to sense-check the numbers.

• Run a monthly "data clinic" with the Data Quality Advisor to review the scorecard, flag recurring issues, and track progress on fixes.

• Support the delivery of a customer-centric, end-to-end People Services operation across the employee lifecycle, ensuring consistent service, compliance, and data quality.

Team & Global Alignment

• Help the team adopt a global mindset, staying aligned with Seadrill's global People Services standards, operating models, and ways of working.

• Encourage cross-training across the team so colleagues build multi-process capability and can support operations across countries when needed.

KNOWLEDGE, SKILLS AND EXPERIENCE
• Hands-on experience with Microsoft Power Platform: building Power Automate workflows, creating Power BI reports and dashboards, and setting up SharePoint lists and forms.
• A background in HR data analysis - comfortable working with workforce data, headcount reports, and checking that different systems match.
• Experience with OTBI or similar HR reporting tools - able to set up scheduled reports and understand reports that highlight problems.
• A proven ability to turn a manual HR task into an automated workflow - from working out what is needed, through testing, to going live.
• Familiarity with Oracle Fusion HCM, or a similar large HR system, with a focus on data and reporting.
• In-country presence with an understanding of local labor legislation, statutory requirements, and workforce culture in the region(s) supported.
• Experience in benefits administration, including how statutory and supplementary benefits data flows into reporting, automation, and compliance checks.
• Experience working within a shared services administration model, understanding how centralized/shared service delivery interacts with local HR operations, reporting needs, and stakeholder expectations, particularly in a multi-country or regional context.

COMPETENCIES
• Deep working knowledge of Oracle Fusion HCM transactions, workflow logic, approvals, data dependencies, and controls across hire-to-retire processes.
• Proven ability to redesign processes so the system of record becomes the primary source for transactions, reporting, and employee data.
• Demonstrated track record of eliminating spreadsheets, local trackers, and unstructured shared-drive files where equivalent control should exist in a system or governed repository.
• Comfort using dashboards, transaction reporting, and exception analysis to run the operation, identify defects, and prioritize improvement actions.
• Strong mindset for structured data, standard naming conventions, case categorization, knowledge articles, and documentation that supports scale and auditability.
• Willingness to challenge manual workarounds and drive adoption of standard process even when it requires tough conversations and changes in habit.
• Strong understanding of the full employee lifecycle and how upstream data quality affects payroll, reporting, compliance, and employee experience.
• Strong communication skills with the ability to translate policy and process into clear operating expectations.
• Advanced capability in operational metrics, service governance, and continuous improvement methods.
• A confident communicator: can explain automation ideas to HR colleagues who are not technical, and pass HR needs on to IT clearly.
• Culturally fluent and credible with local stakeholders, given the value of in-country presence for this role.

EDUCATION AND QUALIFICATIONS
• Bachelor's degree in Human Resources, Business, or related field, or equivalent relevant experience.
• Be able to communicate both in Portuguese and English (reporting to Brazil and Houston).
• Preferred: Oracle Fusion HCM transaction experience and experience in case management or service center tools.