HR Advisor

Job description

· 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.
· 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.
· 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.
· 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.
· 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.