Meet Pedro, Personnel Representative
Location: Paris, France
Degree: Master’s, Human Resources Management
Institute: Sciences Po
Start Date: 2010
“Aim for excellence, learn from diversity, and seek innovation opportunities: Three lessons I’ve learned working at Schlumberger.”
Pedro began his Schlumberger career as a Benefits Projects Coordinator, and in just three years he’s changed roles three times and worked in three different countries. In his current position, he develops compensation strategy for employees in Angola. With responsibility for HR operations in two business units, he acts as a business partner for strategy, planning, and staffing decisions and is the HR point-of-contact for employee queries and discussions on training and development.
What skills do you need to be a Personnel Representative?
A Personnel Representative needs multiple, hybrid skills. Foremost, I need the willingness and capability to really understand the organization—its culture, objectives, and overriding strategy. This strongly impacts my ability to bring valuable input to issues of business planning, staffing, recruitment, and training and development. Second is providing the support and training that will enable people to do their jobs well and efficiently. So, people skills, emotional intelligence, and time-management techniques are essential to this role.
Describe your experiences working for Schlumberger.
In 3 years, I’ve worked in Angola, Cameroon, and France and held positions of Benefits Project Coordinator, Compensation & Benefits Analyst, and HR Representative. I’ve traveled to a deepwater rig off the coast of Angola to present the benefits of a pension scheme to employees and to Paris to present the business benefits of the plan to the vice president of HR. In Cameroon, my team included a Brazilian, a Belgian, a Cameroonian, an Irishman, an Indian, an Iranian, a Nigerian, and an Uzbek. These dynamic experiences encapsulate what working at Schlumberger is all about: exciting challenges, exposure to different environments, early responsibilities, and ample opportunities for development and growth.
What interesting projects have you been involved in?
My most prized project was developing and implementing a medical scheme from scratch for Angola–a country with more than 600 local Schlumberger employees. The project capitalized savings while improving the medical coverage of employees.
What training have you received since you joined Schlumberger?
All HR recruits participate in a three-step training curriculum that ensures proficient knowledge in key functional domains. So far, I’ve traveled to Abu Dhabi, Dubai, Douala, Houston, London, and Paris to attend both function-oriented and industry-related training. The classes also serve as a platform for sharing ideas, problems, and potential solutions with colleagues from around the globe. Most importantly, my managers have been true mentors, supporting me and facilitating my professional and personal development.
What are the key rewards and challenges you’ve faced in this role?
A diary filled from 9-to-5 with meetings is the norm! Time-constraints are a challenge, particularly when there are always projects to complete. But the challenges are what make the job so lively—every day is fast-paced and far from similar to yesterday; topics are constantly evolving.
My key reward is undoubtedly the impact that my input has on decisions: Is the competency management plan aligned with the mid-term business strategy? Is this the correct development position for an employee? How can we support gender balance initiatives in a specific center? These are all vital questions, and my input is not only constantly requested—it is highly valued.