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l employment policy (and benefits)
A “trouble shooter” goes into a new territory and scopes out issues such as visas, work permits and identifies an in-country “partner”, organises accommodation, roads etc.

What is the REALITY of doing business “overseas” within the Oil and Gas industry?
The reality is often different from best practice!

Normally an organisation has its “roots” in a location e.g. the UK
Normally an organisation is put together AFTER business has been acquired in a particular location
Often there is no infrastructure in place for the business in question
Often Operationally focused personnel are having to cover HR, Finance, Business Development and Law (they often have little or no experience)
Expatriates are working in an environment / culture that is new to them
Expatriates working alongside local personnel – they are normally there to train the locals
International Operations Personnel have often been left to set up a new organisation in a new country! The individuals are pragmatic and have build successful business.
BUT
What this means can often mean that they “do their own thing”
e.g. without legal, financial, tax or HR support!

International Operations take great responsibility for their own personnel – they often recruit, mobilise and manage personnel from start to finish –and they do so very quickly.
The Challenge is:
to know who has been mobilised
Agree rates
Get consistency of terms and conditions
Ensure Employee records are centralised and consistent

International Operations Personnel have often been left to set up a new organisation in a new country! The individuals are pragmatic and have build successful business.
BUT
What this means can often mean that they “do their own thing”
e.g. without legal, financial, tax or HR support!

International Operations take great responsibility for their own personnel – they often recruit, mobilise and manage personnel from start to finish –and they do so very quickly.
The Challenge is:
to know who has been mobilised
Agree rates
Get consistency of terms and conditions
Ensure Employee records are centralised and consistent

What is my role in supporting International Operations (within RBG)?
International HR (based in “head office”) is responsible for:
Focal point for all advice
The International Human Resources Policy
Group employee Tax policy
Providing a global framework of “standards” from which to build local policies
Standard expatriate contract templates /terms and conditions of employment
Support and guidance to the International employing company – RBG Services International FZE (Dubai) – and HR advice to the local Manager
Support to Internationally based Managers and HR teams in relation to use of and implementation of Group HR policies and procedures
Support to Managers in dealing with all expatriate issues including but not limited to discipline, redundancy, promotion, pay increases
To ensure that all personnel are accounted for at all times- through up to date records, POB registers and accurate database information for all personnel
Development of Local HR Managers

Customer Focus – understanding the customer needs
Offer neutral support and consistency
Implement and improve processes to ensure successful resourcing and mobilisation of high quality personnel
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