Nabors

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Talent Management Intern (Administrative)



Company Overview

Nabors is a leading provider of advanced technology for the energy industry. With operations in about 20 countries, Nabors has established a global network of people, technology and equipment to deploy solutions that deliver safe, efficient and responsible hydrocarbon production. By leveraging its core competencies, particularly in drilling, engineering, automation, data science and manufacturing, Nabors aims to innovate the future of energy and enable the transition to a lower carbon world.

 

JOB SUMMARY

The Talent Management Intern will gain hands-on experience by supporting the Talent and HR team on high-impact talent management projects. This role offers the opportunity to work on key areas such as competency mapping, career pathway development, engagement metrics, and performance management systems. The intern will also have the unique chance to lead the creation of a Power BI dashboard to track crucial talent metrics and help maintain data integrity within the company's Oracle system. This internship provides a platform for the intern to make a meaningful impact on talent management initiatives and develop their skills in a real-world business environment.

 

DUTIES AND RESPONSIBILITIES

Talent Management Effectiveness Survey:

  • Project Objective: Create and distribute a survey to gauge the effectiveness of talent management programs.
    • Responsibilities:
      • Design a survey targeting both employees and managers.
      • Analyze survey results and make recommendations to improve participation and engagement of talent management programs.
  • Expected Outcomes: A comprehensive report on the effectiveness of current talent management programs with actionable insights for improvement.

Career Pathway Development:

  • Project Objective: Standardize the career path templates across job functions.
    • Responsibilities:
      • Research best practices for career development and progression.
      • Create templates that define clear career pathways for employees.
      • Review templates with functional leaders for feedback and revisions.
      • Post the finalized templates on the Talent Management SharePoint site.
      • Roll out communication to employees on improved career pathways.
  • Expected Outcomes: Clear, Standardized career path templates that clearly outline career progression opportunities.

Oracle Talent Data Cleanup:

  • Project Objective: Conduct a comprehensive data cleanup for all drop-down menus related to Talent in Oracle.
    • Responsibilities:
      • Audit Existing Drop-Down Menus: Identify outdated, redundant, or inconsistent options.
      • Standardize Data: Standardize naming conventions and remove redundant entries, consulting with stakeholders where necessary.
      • Add New Options: Update menus to reflect recent changes.
      • Test and Validate: Ensure all changes are functional and user-friendly, gathering feedback from HR.
      • Document Changes: Maintain clear documentation of all changes for future audits and updates.
  • Expected Outcomes: A clean and standardized set of drop-down menus in Oracle that are accurate, relevant, and user-friendly.

Talent Management Metrics and Power BI Dashboard Creation:

  • Project Objective: Identify and benchmark key metrics for talent management programs and build a Power BI dashboard.
    • Responsibilities:
      • Identify Key Metrics: Determine relevant metrics for succession planning, career path development, mentoring, quarterly touchpoints, performance appraisals, and goals.
      • Benchmark Metrics: Benchmark these metrics against industry standards and provide recommendations.
      • Dashboard Creation: Design and build a Power BI dashboard to track metrics on succession planning, career path development, mentoring, quarterly touchpoints, performance appraisals, and goals.
  • Expected Outcomes: A comprehensive Power BI dashboard that tracks key talent management metrics and provides actionable insights.

Employee Engagement Initiatives and Metrics Implementation:

  • Project Objective: Design and provide recommendation to implement new initiatives that will boost employee engagement, along with tracking and benchmarking key engagement metrics.
    • Responsibilities:
      • Conduct research on engagement metrics used by leading companies and benchmark company metrics against industry standards.
      • Develop employee engagement programs, including recognition events, social activities, and wellness initiatives.
      • Create methods to track and assess the impact of engagement initiatives on overall employee engagement.
      • Provide recommendations for relevant engagement metrics and suggest strategies for their implementation within the organization.
  • Expected Outcomes: Provide recommendations for new employee engagement initiatives, along with a system to measure their effectiveness. Additionally, deliver a set of engagement metrics with a clear strategy for implementation.

Competency Mapping:

  • Project Objective: Develop a competency mapping model that links specific skills and competencies to job roles.
    • Responsibilities:
      • Standardize competencies across job functions.
      • Provide recommendations on how to integrate the competency mapping into the performance management system.
  • Expected Outcomes: A competency mapping model that clearly defines skills for job roles and is implemented in the performance management process.

MINIMUM QUALIFICATIONS / SKILLS

  • Currently pursuing or recently completed a degree in Human Resources, Business, Data Analytics, or a related field.
  • Strong interest in performance management, talent development, or HR operations.
  • Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint); experience with Power BI and Oracle Cloud is a plus.
  • Analytical mindset with the ability to interpret and work with data.
  • Strong attention to detail and organizational skills.
  • Excellent communication skills, both written and verbal.

 

Nabors is committed to providing equal employment opportunities to all employees and applicants and prohibiting discrimination and harassment of any type without regard to race, religion, age, color, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.  This applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.  To learn more about our Fair Employment practices, please refer to the Nabors Code of Conduct. 

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