WorkForce Coordinator

SLB•Midland, TX

About The Position

The Workforce Coordinator is responsible for maintaining an accurate workforce plan, focusing on Field Engineers, Field Specialists and Field Operators, for existing and upcoming jobs in the short to tactical term (weekly to 3 months). The Workforce Coordinator coordinates workforce resources to ensure correct profiles are assigned for each confirmed job in a timely and efficient manner. This person reviews activity forecasts and competency requirements for upcoming activity, and ensures sufficient resources are available to meet the generic job plan/forecast. The Workforce Coordinator owns the WPP KOP in the GeoUnit and ensure the full implementation, adoption, and effectiveness of the processes to support the business and drive the associated metrics. This person focuses on planning, assigning and deploying PSD Direct staff.

Requirements

High school diploma/GED required
3–5+ years in workforce coordination, resource scheduling, dispatching, operations coordination, field logistics, or similar roles
Experience supporting a field/operations organization (rotations, callouts, coverage planning, leave/backfill coordination)
Strong proficiency in Excel (filters, pivots, basic formulas); comfort working with reports and trackers
High attention to detail and strong follow-through
Ability to prioritize under time pressure and handle frequent changes
Customer-service mindset and professionalism

Nice To Haves

Associate’s or Bachelor’s degree (HR, Business, Operations, Supply Chain, or similar) often preferred

Responsibilities

Track job start/end dates in planning system of record [iDistrict, Job Management and Planning (JMP), FDP] to coordinate scheduling and mobilization of personnel to/from and between rigs and service delivery locations.
Identify the required competency profile for the job and review employee allocation with PSD Management.
Assign employees to jobs in the planning system of record (iDistrict, JMP, FDP) and initiates relevant notifications to all involved parties.
Evaluate client-specific competency requirements to ensure compliance of allocated workforce matches job requirements.
Ensure employees are assigned to jobs in accordance with their field employee management plans as much as possible to comply with service delivery and competency development.
When no field employee management plan is available, work with the HR/OI organization to address employee competency gaps by assigning employees to the right jobs.
Review workforce availability and work with Workforce Planner for sharing (inward/outward) as required to cover imbalances.
Coordinate with employees’ management on effective balance of days of rest, vacation, and rig days for field to ensure adherence to the work schedules.
Control crew size/crew composition for area of responsibility.
Initiate Workforce-specific risk assessment for high-risk short-term jobs.
Develop and implement contingencies for job and short term time horizons.
Works with organization to implement development plans and drive synergy cross BL.