At Weatherford, my role encompasses a broad range of responsibilities including compliance, operations, and talent management. With a focus on strategic alignment, I partner closely with business leaders to understand their objectives and deliver HR solutions that enhance organizational performance. My main responsibilities include:• 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗛𝗥 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽: Collaborate with business leaders to understand goals and provide HR guidance that aligns with organizational objectives. Identify and address talent needs, including recruitment, development, retention, and succession planning.• 𝗛𝗥 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Oversee HRMS data management, including tracking employee changes, managing immigration documentation, and supporting global mobility and international transfers. • 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Assist with annual HR cycle activities such as performance management, talent reviews, and merit planning. Contribute to talent development and career growth initiatives. • 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲, 𝗤𝘂𝗮𝗹𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁: Ensure all HR activities comply with company policies, relevant laws, and industry regulations. Maintain high service quality standards and seek continuous improvement opportunities across all HR functions. Drive initiatives to enhance operational efficiency and effectiveness.• 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Develop and sustain productive relationships with internal and external stakeholders. Maintain effective communication to support business objectives and address HR-related issues.

(Previously Probe) I served as the sole HR personnel supporting all U.S. based employees in our Fort Worth and Houston facilities, overseeing a broad spectrum of human resources responsibilities for the company. In this role, I was the primary point of contact for all HR-related matters, collaborating closely with managers to address employee relations concerns and manage performance.My key responsibilities and achievements include:• 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀, 𝗣𝗮𝘆𝗿𝗼𝗹𝗹, 𝗮𝗻𝗱 𝗟𝗲𝗮𝘃𝗲 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻: Administered benefits, managed payroll, and handled all Leave of Absence (LOA) processes for all U.S.-based employees, ensuring seamless and accurate execution.• 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗛𝗶𝗿𝗶𝗻𝗴: Independently and efficiently managed the complete recruitment lifecycle, from active sourcing and screening to hiring, successfully onboarding 27 new employees. Achieved this while significantly reducing the company's annual recruitment and hiring costs. • 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗝𝗼𝗯 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀: Led comprehensive workforce planning and job analysis for the production and repair roles, working closely with managers to identify key skills and requirements. Subsequently conducted an in-depth pay analysis by collecting and comparing external market data to ensure our pay bands were competitive with industry standards and competitor. • 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆 𝗠𝗮𝘁𝗿𝗶𝘅 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Developed a competency matrix based on job analysis, which was utilized to create targeted training programs. This initiative was instrumental in upskilling employees and fostering the development of the next generation of electro-mechanical technicians.• 𝗣𝗼𝗹𝗶𝗰𝘆 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Authored and implemented multiple company policies to enhance retention and recruitment efforts. Notably, introduced a tuition reimbursement program that fostered professional development and career growth among employees.