Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

Check how this applies to your own job

Skills this job asks for

Say which you have and which you want to build. We use it to match you to jobs like this one.

About the job

The Sr. HR Business Partner serves as a strategic advisor to senior leaders, translating business priorities, operating realities, and workforce needs into people strategies that enable performance, growth, transformation, and long-term business objectives. This role partners closely with leaders across Oceaneering’s global functions to advance workforce planning, organization effectiveness, talent strategy, leadership capability, and employee engagement.

Working in partnership with HR Centers of Excellence, HR Operations, and regional HR teams, the Sr. HR Business Partner shapes and implements practical HR solutions that align to business needs and support enterprise priorities. The role uses workforce data, business insights, and talent analytics to identify trends, anticipate organizational risks, influence decisions, and measure progress against people-related outcomes.

Success in this role requires strong business acumen, executive influence, sound judgment, and the ability to lead through ambiguity and change. The Sr. HR Business Partner will help drive business and HR transformation by advising leaders, strengthening manager capability, supporting organizational design, and leading change management efforts that improve adoption, accountability, and organizational performance.

Serve as a strategic advisor to senior leaders by translating business priorities, operating realities, and financial considerations into people strategies that enable organizational performance, growth, transformation, and long-term business objectives.

Lead strategic workforce and scenario planning for assigned client groups by assessing current and future talent needs, identifying skills and capability gaps, and developing practical talent plans aligned to business strategy.

Partner with business leaders to design and implement organization effectiveness initiatives, including operating model changes, organizational design, role clarity, decision rights, leadership alignment, and team effectiveness.

Lead change management for business and HR transformation efforts by developing change strategies, stakeholder plans, communication approaches, adoption tactics, and measures of success.

Use workforce data, business insights, and talent analytics to identify trends, anticipate organizational risks, influence leadership decisions, and monitor progress against people-related outcomes.

Advise leaders on talent strategy, succession planning, leadership development, performance management, engagement, retention, and talent movement to strengthen organizational capability and bench strength.

Coach and challenge leaders to build high-performing, inclusive, and accountable teams while strengthening manager capability in feedback, performance accountability, employee experience, and change adoption.

Partner with HR Centers of Excellence and HR Operations to shape, prioritize, and execute enterprise HR programs, ensuring solutions are aligned to business needs and implemented effectively within client groups.

Provide consultative guidance on complex employee relations, performance, and organizational matters, balancing business objectives, employee experience, risk mitigation, and compliance requirements.

Lead or support enterprise-wide HR initiatives tied to the overall HR strategy, including transformation, process improvement, talent programs, culture initiatives, and change management efforts.

Ability to travel domestically and internationally (up to 15%).

This position has supervisory responsibilities with 1-2 direct reports.

This position will report to the VP, Human Resources.

Required

10+ years of experience in an HR Business Partner or related strategic HR role, including experience advising senior leaders, developing people strategies, leading change, influencing executives, and managing complex projects.

5+ years of experience leading change management, transformation, organization effectiveness, or workforce planning initiatives.

Demonstrated ability to objectively coach leaders, managers, and employees through complex performance, organizational, and employee relations matters.

Demonstrated ability to build credibility, influence outcomes, and partner effectively across all levels of a complex, matrixed organization.

Relevant experience translating business strategies into people-related actions, workforce plans, talent priorities, and organizational solutions.

Understanding of applicable federal, state, and local employment laws and regulations.

Thorough understanding and practical application of HR principles, concepts, practices, standards, and risk-aware decision-making.

Desired

Bachelor’s degree highly preferred

Masters Degree in Business, Human Resources or related field is a plus

Senior HR Business Partner experience is highly desirable.

Experience working in a global organization is a plus.

Experience working in a matrixed organization is a plus.

Oceaneering is a global provider of engineered services and products, primarily to the offshore energy industry. We develop products and services for use throughout the lifecycle of an offshore oilfield, from drilling to decommissioning. We operate the world's premier fleet of work class ROVs. Additionally, we are a leader in offshore oilfield maintenance services, umbilicals, subsea hardware, and tooling. We also use applied technology expertise to serve the defense, material handling, aerospace, science, and renewable energy industries.

Equal Opportunity Employer:

All qualified candidates will receive consideration for all positions without regard to race, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, veteran status, disability, genetic information, or other non-merit factor.