Global Head of Human Resources - SPM Oil & Gas

Caterpillar Inc.•Fort Worth, TX

3d•Onsite

About The Position

When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. Global Head of Human Resources for SPM Oil & Gas (internally referred to as Senior Manager Human Resources) serves as senior leadership across the organization’s international HR function, guiding strategy and operations for a workforce of 1,200 employees spanning manufacturing, service, and corporate roles in 15 countries. A key member of the SPM global leadership team, the role shapes and governs the HR agenda to align with enterprise and business objectives. Accountability for the design and implementation of people strategies that enable operational excellence, strengthen organizational capability, and support the company’s long-term growth ambitions. SPM™ Oil & Gas, a Caterpillar brand, provides high-performance pressure-pumping, flow-control, and frac-site equipment for the oil and gas industry delivering engineered repairs, aftermarket services, and field-engineering support to help our customers run safer and more efficiently. SPM helps customers solve and prevent common drilling, well service, and production challenges across the energy sector.

Requirements

HR, Organizational Psychology or Business qualifications are advantageous.
Business Acumen: Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.
Global Perspective: Knowledge of issues, opportunities, and challenges for conducting business in the international marketplace; ability to apply global perspectives appropriately in a wide range of situations.
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside Alignment: Knowledge of the importance of collaboration among team members and the ability to enroll stakeholders in communicating and coordinating activities to support the organization's vision and strategies.
Leadership: Knowledge of leadership practices and processes; ability to use strategies and skills to enlist others in setting, embracing and achieving objectives while having a long-term perspective of the future state of things and how to get there.
Talent Management: Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.

Nice To Haves

Executive-level HR leadership: Experience leading multi-country HR teams and partnering with executive level leaders in an industrial, engineering, oil & gas, or heavy manufacturing environment.
Global scale & complexity: Oversight of international HR operations, including matrix leadership of regional HR leads and COEs (Talent, Rewards, ER, L&D).
People strategy & operating model: Designed and executed a multi-year HR strategy (workforce planning, organization design, capability build, and culture) tied to measurable business outcomes.

Responsibilities

Provide strategic HR partnership to the Global VP of SPM and oversee a globally distributed team of 13 HR professionals to ensure consistent, high-quality HR partnership.
Ensure robust HR policies, frameworks, and compliance standards are effectively implemented.
Drive enterprise-wide programs that enhance organizational capability, elevate employee engagement, and strengthen leadership and talent pipelines within a complex, multinational environment.
Partner closely with executive leadership to shape organizational strategy, workforce planning, and long-term talent requirements.
Maintain strong relationships with regional leaders to anticipate people-related risks, opportunities, and workforce challenges.
Guide change management efforts during organizational transformation, growth, or integration activities.
Ensure effective organizational structures and operating models that support operational efficiency and business growth.
Lead cultural and engagement strategies that enhance performance, accountability, and employee experience across all locations.