Job Overview:
The Principal HR Generalist delivers end‑to‑end HR operational support for a project workforce, including onboarding, performance management administration, employee relations support, total rewards administration, employee mobility coordination, reporting, and offboarding activities. This role independently manages complex, high‑volume, and time‑sensitive HR operations typical of project environments, ensures compliance with company policies and local requirements, and maintains accurate HR data and documentation. The Principal HR Generalist acts as the senior operational authority on‑site, escalating strategic or policy‑setting matters while owning execution and resolution at the project level.
Our ingenuity fuels daily life. Together, we've forged some of the most trusted partnerships across the energy value chain to make what was once just an idea a reality: laying subsea infrastructure thousands of feet below sea level, installing platforms hundreds of miles from shore, using our expertise to design and build offshore wind infrastructure, and reshaping the onshore landscape to deliver the energy products the world needs safely and sustainably.
For more than 100 years, we''ve been making the impossible possible. Today, we''re driving the energy transition with more than 30,000 of the brightest minds across 54 countries.
Essential Qualifications and Education:
- Bachelor's degree preferred or equivalent relevant experience.
- 8+ years of experience in HR generalist or operational HR roles, preferably in a project‑based or EPC environment.
- Strong working knowledge of HR policies, employee lifecycle processes, and HR systems.
- Demonstrated ability to operate independently in fast‑paced, on‑site environments.
- Experience managing complex, high‑volume HR operations.
- Strong judgment and problem‑solving skills within established policy frameworks.
- Ability to build effective working relationships with project leadership and employees.
- Ability to maintain confidentiality and handle sensitive matters with discretion.
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Key Tasks and Responsibilities:
- Performance Management & Talent Reviews
- Own operational execution of performance management processes for project‑based employees
- Ensure project‑specific timelines, system readiness, and data accuracy
- Support and facilitate calibration and talent review sessions
- Resolve complex performance process issues within established policy
- Serve as the on‑site escalation point for performance management administration
- Inclusion & Belonging
- Execute Inclusion & Belonging initiatives at the project site
- Ensure participation tracking and compliance with global programs
- Support site‑specific communications and activities aligned to enterprise standards
- Talent Acquisition
- Support project hiring activities, including onboarding readiness and workforce ramp‑up coordination
- Partner with Talent Acquisition and HR Business Partners to ensure smooth execution of hiring plans
- Resolve onboarding and mobilization issues impacting project schedules
- Employee Relations
- Independently manage employee relations cases at the project site within established policy
- Advise managers and employees on HR policies and procedures
- Conduct fact‑finding and documentation for employee relations matters
- Identify employee relations trends and escalate risks impacting the project workforce
- Total Rewards
- Administer compensation and benefits transactions for project employees within defined frameworks
- Resolve complex benefits, pay, and allowance inquiries related to project assignments
- Support operational execution of annual compensation and benefits initiatives for project populations
- Coordinate with Total Rewards COE on exceptions and data issues
- Employee Mobility
- Coordinate project‑based mobility activities, including relocation, travel, and assignment documentation
- Serve as the primary on‑site HR contact for mobility‑related inquiries
- Ensure compliance with mobility, immigration, and assignment processes in coordination with the COE
- Talent Analytics
- Produce and validate HR reports related to project workforce metrics
- Ensure accuracy of job, position, and employee data for project reporting
- Provide workforce data and insights to support project staffing and compliance needs
- Identify data quality issues and drive resolution
- Training & Career Development
- Support administration of training and certification requirements for project employees
- Monitor completion of mandatory and project‑specific training
- Coordinate with Learning and Development COE on site‑based training needs
- Recognition
- Execute employee recognition programs at the project site
- Support managers with recognition processes and documentation
- Ensure timely processing and accurate recordkeeping
- Strategic Workforce Planning & National Content
- Maintain workforce data accuracy to support project staffing and forecasting.
- Coordinate National Content requirements, documentation, and reporting where applicable
- Identify gaps or risks impacting workforce availability and escalate appropriately
- Other Responsibilities
- Serve as the senior HR operational presence at the project site
- Provide guidance and informal mentoring to HR Generalists and Associates assigned to the project
- Coordinate closely with HR Business Partners to ensure alignment between project execution and enterprise standards
- Partner with COEs to ensure global programs are executed effectively in a project environment
- Lead operational problem‑solving to address workforce issues impacting project delivery
- Ensure compliance with HR systems, data governance, audit, and local requirements
- Perform other duties and responsibilities as assigned
Key Tasks and Responsibilities:
- Performance Management & Talent Reviews
- Own operational execution of performance management processes for project‑based employees
- Ensure project‑specific timelines, system readiness, and data accuracy
- Support and facilitate calibration and talent review sessions
- Resolve complex performance process issues within established policy
- Serve as the on‑site escalation point for performance management administration
- Inclusion & Belonging
- Execute Inclusion & Belonging initiatives at the project site
- Ensure participation tracking and compliance with global programs
- Support site‑specific communications and activities aligned to enterprise standards
- Talent Acquisition
- Support project hiring activities, including onboarding readiness and workforce ramp‑up coordination
- Partner with Talent Acquisition and HR Business Partners to ensure smooth execution of hiring plans
- Resolve onboarding and mobilization issues impacting project schedules
- Employee Relations
- Independently manage employee relations cases at the project site within established policy
- Advise managers and employees on HR policies and procedures
- Conduct fact‑finding and documentation for employee relations matters
- Identify employee relations trends and escalate risks impacting the project workforce
- Total Rewards
- Administer compensation and benefits transactions for project employees within defined frameworks
- Resolve complex benefits, pay, and allowance inquiries related to project assignments
- Support operational execution of annual compensation and benefits initiatives for project populations
- Coordinate with Total Rewards COE on exceptions and data issues
- Employee Mobility
- Coordinate project‑based mobility activities, including relocation, travel, and assignment documentation
- Serve as the primary on‑site HR contact for mobility‑related inquiries
- Ensure compliance with mobility, immigration, and assignment processes in coordination with the COE
- Talent Analytics
- Produce and validate HR reports related to project workforce metrics
- Ensure accuracy of job, position, and employee data for project reporting
- Provide workforce data and insights to support project staffing and compliance needs
- Identify data quality issues and drive resolution
- Training & Career Development
- Support administration of training and certification requirements for project employees
- Monitor completion of mandatory and project‑specific training
- Coordinate with Learning and Development COE on site‑based training needs
- Recognition
- Execute employee recognition programs at the project site
- Support managers with recognition processes and documentation
- Ensure timely processing and accurate recordkeeping
- Strategic Workforce Planning & National Content
- Maintain workforce data accuracy to support project staffing and forecasting.
- Coordinate National Content requirements, documentation, and reporting where applicable
- Identify gaps or risks impacting workforce availability and escalate appropriately
- Other Responsibilities
- Serve as the senior HR operational presence at the project site
- Provide guidance and informal mentoring to HR Generalists and Associates assigned to the project
- Coordinate closely with HR Business Partners to ensure alignment between project execution and enterprise standards
- Partner with COEs to ensure global programs are executed effectively in a project environment
- Lead operational problem‑solving to address workforce issues impacting project delivery
- Ensure compliance with HR systems, data governance, audit, and local requirements
- Perform other duties and responsibilities as assigned