HR Supervisor in SBM Offshore Luanda, Luanda, Angola

Website SBM Offshore

This job listing is about SBM Offshore in Luanda, Luanda, Angola 2022 exclusively on

As an Internal Employee we value the contribution you make to SBM Offshore. See how a change in role doesn’t just develop you further but also us.

Energy is a fundamental basic need of our society. Fossil fuels, including oil, are an essential source of energy and will remain so until renewable energies have the capacity to meet the growing demand for energy.

Nearly 5,000 SBMers globally are proud to design, build and operate floating facilities that produce more than 1% of the world’s oil. We do it in the safest, most affordable and most sustainable way. And we continuously strive to reduce emissions, in line with our emissionZEROTM program.

As a leader in floating technologies for the oil and gas industry, we recognize the significant importance of climate change and the growing need for renewable energy. We invest in products and services that enable the transition towards renewable energy, with a focus on Floating Offshore Wind, Wave Energy, and Carbon Capture and Storage. In addition, we also develop Smart Digital Services to improve and support everything we do.

Oceans play a central role in producing the energy of today and of tomorrow. We work together with the world’s leading energy companies to make that happen. We act responsibly and ethically so that communities where we operate benefit from our presence and activities.

We are committed to sharing our experience to deliver safe, sustainable, and affordable energy from the oceans for generations to come.

We are Energy. Committed.



The Human Resource Business Partner (HRBP) adds value to the business leadership team on

human resource related issues to ensure that SBM can achieve competitive advantage through its

Human Capital Strategy. You are the line manager’s day-to-day Single Point of Contact for all Human

Resource related matters, ensuring a strong focus on SBM’s Values as well as a long(er) term Human

Capital view.

The HRBP leads change management initiatives compliant with (local and global) law & legislation

and aligned with SBM tools, instruments and procedures (within the remit).

You are also the local partner for HR expertise areas in the successful implementation/ execution/

monitoring of policies, processes and projects. You will participate in the development and

implementation of (new) HR systems, policies, processes and programs.


  • In order that the business can achieve a competitive advantage through its Human Capital

Strategy and as Single Point of Contact to the line manager, YOU ARE TO:

1.1. Monitor, execute and support workforce plans (e.g. recruitment plans, development plans,

capacity and utilization plans) with a good understanding of business targets

1.2. Engage and act upon full scope of the employee life cycle (from recruitment/onboarding, to

Career Development, Compensation And Benefits And Ending With Departure)

1.3. Act as a consultant/coach to managers and staff to increase organizational performance,

improved personal/team performance, increase effective communications and improve


1.4. Act as a mediator and confidential sound board when issues arise between employee and

manager; Escalate issues when required

1.5. Organize, plan and lead activities that allow stakeholders to measure and increase staff

engagement (ie: engagement survey, HR statistics…)

The measure of your effectiveness in this will be:

 Effective workforce plans

 On time and required quality delivery against agreed plans regarding the employee life cycle (for

example but not limited to talent and development, recruitment, transfer, termination)

 Use of SBM development and competency tools to enable sound recommendations for improved


 Ability to manage conflict resolution and use of Crucial Conversations skills

 Training needs are aligned with business requirements

 Feedback from business management and employees

  • In order to be an effective local partner for HR expertise areas and the allocated business remit in

the successful execution and implementation of policies, processes and projects, YOU ARE TO:

2.1. Prepare (change) plans so that organizational, leadership and process changes are

executed in a structured manner as well as communicated, understood, acted upon and

delivered in a timely manner

2.2. Provide recommendations to improve HR policies and procedures whilst analyzing potential

exposures, bearing in mind the cost impact of the decisions taken.

2.3. Ensure new HR programs and initiatives are communicated, understood, acted upon and

delivered in a timely manner.

The measure of your effectiveness in this will be:

 Deployment of change management plans

 HR initiatives are understood and completed timely

 Feedback from business management

  • In order that risks (legal, capability) to the organization are mitigated or reduced YOU ARE TO:

3.1. Compile accurate, compliant documentation to mitigate potential claims and/or damages to

the organization by assessing risks and advising managers and employees on HR related

issues (e.g. promotions, disciplinary issues, terminations) to meet external employment labor

laws requirements and internal procedures

3.2. Maintain in-depth knowledge of legal requirements; Ensure local compliance requirements

for HR processes (e.g. recruitment, training) and report non-compliance as necessary

3.3. Provide analytics and review with managers to make decisions on resource capacity

planning, organizational design and implement the relevant strategy for sourcing and

developing staff

3.4. Possess current knowledge of the populations’ skills and abilities and compare to current

organizational structure. Provide input on business unit restructures based upon capabilities

and validated succession plans

The measure of your effectiveness in this will be:

 Employment claims against the Company are mitigated/ limited

 Assurance of well documented employee files

 Audit reports demonstrate compliance on HR related matters

 Feedback from management regarding strategic advice & solutions provided to the business

 Development plans are aligned with (longer term) business requirements

  • In order that Reward plans are competitive and administered in accordance with Management

Board directives YOU ARE TO:

4.1. Consult with leaders on performance based annual salary increases and Short and Long

Term Incentive Programs

4.2. Apply department Compensation Analysis benchmarks to drive recruitment and retention


4.3. Prepare and analyze turnover data for management review

The measure of your effectiveness in this will be:

 Accurate and current market data provided

 Proposed salaries are reasonable and within local market ranges to achieve competitive



SBM Offshore N.V. is a listed holding company that is headquartered in Amsterdam. It holds direct and indirect interests in other companies that collectively with SBM Offshore N.V. form the SBM Offshore Group (“the Company”). For further information, please visit our website at . The companies in which SBM Offshore N.V., directly and indirectly, owns investments are separate entities.

SBM Offshore is proud to be an Equal Employment Opportunity and Affirmative Action employer. SBM Offshore does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.

Company: SBM Offshore

Vacancy Type: Full Time 

Job Location: Luanda, Luanda, Angola

Application Deadline: N/A

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