About The Role

The HR Advisor is a frontline HR business partner to operational leadership, responsible for workforce planning, organisational effectiveness, employee relations, talent management, succession planning and workforce risk management. The role enables leaders to make informed, compliant and commercially sound people decisions that support safe and efficient offshore operations.

Operating within the Seadrill OneHR model the role is responsible for delivering end‑to‑end HR processes, ensuring compliance with company policies and local regulations, and enabling line managers to effectively manage their people.

Acts as the frontline trusted advisor to Rig leadership, providing commercially and operationally grounded HR guidance on people matters.
Partners closely with rig leadership to shape workforce decisions, balancing operational priorities, cost, compliance, and employee experience.
Challenges and influences leadership thinking, providing constructive pushback where decisions create people, legal, or reputational risk, ensuring alignment with company standards and positive outcomes.
Supports the Talent CoE in delivery of performance management processes, ensuring consistency, quality, and timely completion.
Facilitates people committees and workforce planning discussions for assigned rigs, identifying future workforce requirements, capability gaps, succession risks, workforce availability constraints and emerging talent needs.
Coaches Rig Leadership to develop and maintain succession planning for business-critical positions including OIMs, Section Leaders, critical offshore roles or to bridge capability gaps, supporting workforce growth engaging support from the Talent CoE as needed.
Resolves routine employee relations issues early, coaching managers to take ownership on decision making and escalating complex or high-risk cases appropriately.
Maintains workforce continuity, proactively identifying workforce gaps and rotation risks, advising leadership on interventions to maintain operational continuity and minimise disruption.
Works with the Talent Centre of Excellence (CoE) on recruitment coordination, ensuring roles are filled in line with workforce plans, timelines, and company processes.
Drives quality and consistency in onboarding and offboarding, mitigating compliance risk and ensuring seamless integration into offshore operations.
Monitors workforce trends including turnover, retirement risk, internal mobility and critical skill shortages, recommending mitigation actions or plans.
Supports the Training and Competence CoE in managing training requirements, tracking compliance and advising Rig Leadership on training compliance gaps to drive actions to maintain regulatory, client, and Seadrill standards.
Works with People Services and HR Technology to drive data integrity and governance across workforce systems to ensure accurate reporting, workforce planning and audit readiness
Utilises HR analytics, AI tools, Power BI dashboards and workforce reporting to provide actionable insights on turnover trends, retention risks, workforce costs, successor readiness, capability gaps and workforce availability.
Coaches leaders on applying company policies, employment legislation and fair people practices, ensuring consistency and fairness in application and proactively identifying and managing risks.
Drives local implementation of HR initiatives, ensuring alignment with operational realities and measurable impact.
Identifies operational inefficiencies and improvements, influencing process enhancements across HR and operations.
Supports organisational change initiatives, workforce transitions and restructuring activities where required, coaching Leaders on processes, behaviours and discussions required to mitigate risk to Seadrill.
In person offshore visit to each Rig assigned every quarter.
Complete required underwater survival training and maintain associated qualifications necessary for offshore rig visits.