Workforce Readiness Partner, Offshore

Noble Corporation; Georgia; On-site; USD 120,000 - 180,000; Full time

Job summary

Noble Corporation in the United States is seeking a Workforce Planning & Readiness Partner for offshore operations. You will lead workforce readiness planning, succession, deployment, internal mobility, and ramp up/down planning to support operational readiness.

This role partners with HR, Operations, Talent Development, and Crewing to align plans with current and future business needs, and will maintain data in Workday and provide insights, risk assessments, and planning recommendations.

Qualifications

• Minimum 7 years of progressive experience in workforce planning, HR business partnering, succession planning, talent management, and organizational effectiveness.
• Experience in energy, maritime, or oil and gas industry preferred.
• Bachelor's degree in HR, Business Administration, Organizational Development or related field.

Responsibilities

• Own governance and administration of offshore succession pools and data for designated critical positions.
• Serve as the workforce planning representative in Talent Review and calibration discussions, providing succession, readiness, and deployment recommendations.
• Develop and maintain succession pools, readiness assessments, and development priorities for critical offshore positions.
• Monitor succession readiness, workforce risks, coverage gaps, and talent movement trends, providing recommendations to support workforce planning decisions.
• Partner with HR Advisors, Operations, Talent Development, and Organizational Effectiveness to identify, assess, and progress succession candidates.
• Support development pipelines and programs that strengthen long term workforce availability, readiness, and succession continuity.
• Stay current on training matrix changes and role requirements that may impact succession readiness, development priorities, and workforce planning recommendations.
• Maintain succession planning updates in Workday, including readiness status, succession pool movement, candidate updates, and other workforce planning changes needed to keep succession information current.

Skills

Workforce planning

HR business partnering

Succession planning

Talent management

Talent development

Organizational effectiveness

Workforce readiness

Offshore operations support

Workforce analytics

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field

Tools

Workday

Power BI

Job description

The Workforce Planning & Readiness Partner serves as the offshore workforce readiness subject matter expert for Noble global offshore operations. The role leads workforce readiness planning activities for succession planning, talent deployment, internal mobility, critical position coverage, readiness tracking, ramp up and ramp down planning, and offshore workforce planning initiatives. This role provides workforce insights, risk assessments, and planning recommendations that support operational readiness, succession continuity, and long-term workforce sustainability. The role partners closely with HR Advisors, Regional HR leaders, Operations, Rig Managers, Talent Acquisition, Talent Development, Organizational Effectiveness, Workforce Readiness, and Crewing to align workforce readiness plans with current and future business requirements.

Essential Functions

• Own governance and administration of offshore succession pools and associated data for designated critical positions.
• Serve as the workforce planning representative in Talent Review and talent calibration discussions, providing succession, readiness, and deployment recommendations.
• Develop and maintain succession pools, readiness assessments, and development priorities for critical offshore positions.
• Monitor succession readiness, workforce risks, coverage gaps, and talent movement trends, providing recommendations to support workforce planning decisions.
• Partner with HR Advisors, Operations, Talent Development, and Organizational Effectiveness to identify, assess, and progress succession candidates.
• Support development pipelines and programs that strengthen long term workforce availability, readiness, and succession continuity.
• Stay current on training matrix changes and role requirements that may impact succession readiness, development priorities, and workforce planning recommendations.
• Maintain succession planning updates in Workday, including readiness status, succession pool movement, candidate updates, and other workforce planning changes needed to keep succession information current.

Critical Position Deployment & Internal Mobility

• Recommend workforce movement, deployment, and internal mobility solutions that balance operational requirements, succession objectives, employee development, and long-term workforce sustainability.
• Identify internal candidates for critical role vacancies, cross fleet transfers, and workforce movement opportunities based on succession readiness, talent availability, and business needs.
• Partner with HR Advisors and Operations leaders to support candidate discussions, workforce movement decisions, transfer planning, and deployment priorities.
• Track and coordinate workforce movements across critical and non critical offshore populations, including available talent, upcoming vacancies, internal movement opportunities, and key workforce impacts across the fleet.
• Provide workforce planning input and recommendations to help balance operational needs, succession priorities, readiness, and business requirements.

Workforce Readiness, Planning & Analytics

• Lead workforce readiness planning activities that support current and future offshore business requirements, ensuring workforce readiness strategies align with operational priorities.
• Own workforce ramp up and ramp down planning activities, including workforce demand forecasts, staffing requirements, talent availability assessments, readiness risks, and workforce transition planning associated with business and operational changes.
• Assess workforce readiness, succession coverage, staffing risks, workforce gaps, and talent availability, providing recommendations and mitigation strategies to support operational continuity and future workforce needs.
• Develop and maintain workforce planning data, readiness reporting, workforce analytics, dashboards, insights, and recommendations that support workforce visibility, leadership decision making, and long term workforce sustainability.

Qualifications

Minimum 7 years of progressive experience in workforce planning, HR business partnering, succession planning, talent management, talent development and organizational effectiveness, workforce readiness, offshore operations support, or related human resources discipline. Experience in the energy, maritime, or oil and gas industry preferred. Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred, or equivalent professional experience. Strong understanding of workforce planning, succession planning, workforce readiness, workforce movement, critical role coverage, workforce ramp planning, and staffing risk management, with the ability to translate workforce data and trends into planning recommendations and decision support. Proficiency with Workday, Power BI, and workforce analytics tools preferred.

Company Overview

Noble is a leading offshore drilling contractor. We own and operate one of the most modern and technically advanced fleets. Noble has been engaged in the contract drilling of oil and gas wells since 1921. Noble performs, through its subsidiaries, contract drilling services with a fleet of offshore drilling units focused largely on ultra-deepwater and high specification jackup drilling opportunities in both established and emerging regions worldwide. Our vision is to be the leading offshore driller by being first choice for employees, customers, and investors. Our mission is drilling to power the world responsibly.

Noble is an equal employment opportunity employer and does not discriminate based on an applicant’s or employee’s race, color, sex, religion, national origin, age, citizenship status, physical or mental disability of an otherwise qualified individual, genetic information, membership or application for membership in a uniformed service, engaging in legally protected activity, or any other characteristic protected by applicable law.