Global Mobility & HR Agility: How Paragon Offshore is Solving Two Major HR Challenges

WORKFORCE ACQUISITION & MANAGEMENT

STRATEGIES IN OIL & GAS

www.wfn360.com/l ive

GLOBAL MOBILITY & HR AGILITY How Paragon Offshore Is Solving Two Major HR Challenges

Paulo Calderon HRIS Manager, Paragon Offshore


Managing HRIS Continuity for a Spinoff WorkforceNext/Westin Memorial City

July 24, 2014

www.paragonoffshore.com

Managing HRIS Continuity for a Spinoff Company Profile & Presenter

Paragon Offshore

• Paragon Offshore was created to be the leading pure-play standard specification drilling company in the industry. We own a fleet of 42 Mobile Offshore Drilling Units (MODUs), one Floating Production, Storage and Offtake (FPSO) vessel and conduct contract labor operations on the Hibernia Platform offshore eastern Canada.

Paulo Calderon, SPHR • Started with Noble in November 2011 • HRIS Team of 4 Kicked off in January 2012 • Primary Analyst & Configuration Specialist • Organization Design & Security Administrator • Implemented Workday, Taleo, Workforce by July 2012 • Retired Ultipro • Deployed & Trained Europe, Brazil, Middle East, Mexico

www.paragonoffshore.com 4

Managing HRIS Continuity for a Spinoff

Background • September 24, 2013: Noble announced a plan to create an independent standard

specification drilling company • April 30, 2014: Noble announced its plans to proceed with spin-off of Paragon

Offshore through a 100 percent dividend of Paragon shares to Noble shareholders • June 10, 2014: Noble’s shareholders approved the spin-off transaction at Noble’s

Annual General Meeting • July 11, 2014: Noble Corporation Board of Directors Approves Spin-Off of Paragon

Offshore; Sets July 23 Record Date and August 1 Distribution Date

www.paragonoffshore.com 5

Managing HRIS Continuity for a Spinoff Spinoff Trends

Seeking Fair Market Valuation for Both Sides. Notable Spinoffs

• Noble Corporation (2014) • Occidental Petroleum (2014-2015) • General Electric (2015) • DuPont (2014) • FMC Corporation (2015)

Each spinoff has unique circumstances, but challenges are the similar

• Managing a Global Workforce • Business Continuity • HCM Data management • Human Capital Retention

6 www.paragonoffshore.com

Managing HRIS Continuity for a Spinoff Leveraging Our Past Wins

Adoption Rate at Year 1

94%

6%


HCM Successes • 94% Adoption Rate after year 1 • Over 25 Manual Processes

Eliminated • Real Time Data • Globally Consistent Reporting • Full Headcount Visibility • 20% of All Sign ons from Mobile

Devices • Business Process Cycle Times of

Less than 3 days • In-system document delivery (No

Mail!!) • Less than 0.5% On Demand Checks

Managing HRIS Continuity for a Spinoff Paragon Spinoff

Challenges • Retain vital historical information from HCM • Manage mobile assets including Human Capital and Rigs • Maintain continuity of HR Functions (Payroll, Benefits, Comp) • Minimize End-User disruption (ESS, MSS, HR Activity)

Questions Impacts

How do we retain Performance & Job history that is crucial for daily operations?

How do we properly target the right population for extraction and conversion?

How do we ensure everyone gets paid on time and by the right entity?

How do we keep our Administrators, Managers and Employees engaged?

Difficulty in determining Promotion timing, time in job, time on rig, jobs performed

Unable to action subordinates, approve transactions, or view reports and analytics

Most people like to be paid. Financial reporting downstream impact

Slower processing times. Re-training becomes a necessity on limited bandwidth

Managing HRIS Continuity for a Spinoff Data Conversion & Record Retention


What do we bring? •Transactional Data •Performance Data •Current Bio Data •Current Demo Data •Current Payroll Data •Employee Documents

What do we leave behind? •Historical Bio Data •Historical Demo Data •Proprietary Documentation •Legally Protected Benefit Data

Identifying Data Scope

Considerations • What does the new company need? • What is authorized under the terms of the spinoff? • What does the new company lose?

Managing HRIS Continuity for a Spinoff Population & Asset Selection Criteria


Identifying Who & What

Who • Identify core population and

report on variances • Track worker movement • Use initiated transactions to

anticipate changes • Leverage Transactional

reports to identify anomalies Structure

People

Assets

What • Locations • Organizations • Configuration and Setup • Developed Analytics and Verification tools

Managing HRIS Continuity for a Spinoff Payroll Continuity


Paying Everyone Correctly

Rate Time Process Pay

Cross-Company Coordination • Joint payroll processing • Total Headcount and Pay

Validations • Compensation and Benefits

Validations

Payroll History • YTD Earnings & Deductions

validations • Comp and Contribution Cap Testing • Tax, Deposit and Wire Testing

Managing HRIS Continuity for a Spinoff User Engagement & Adoption


Communication and Engagement Strategy

Communication

Email Campaign

Workday Announcements

Intranet FAQ’s

Press Releases

Engagement

Early Access

Electronic Appraisals

Introduction of Enhancements

Workday Notifications/Alerts

Managing HRIS Continuity for a Spinoff Measuring Success

Adoption Rate at 14 Days

28%

72%


HCM Successes • 28% Adoption Rate at 14 days • First Payroll Process with 0 reported

employee issues • Executive Dashboards with Real

time information available on Day 1 • Seamless ESS, MSS and Admin

usage • Complete Historical data for all

Paragon Employees • Performance History for all Paragon

Employees • Transition to Paragon HRIS services

successful

Managing HRIS Continuity for a Spinoff Questions


Managing HRIS Continuity for a Spinoff

July 24, 2014

www.paragonoffshore.com

TALENT MANAGEMENT, DEVELOPMENT AND ACQUISITION STRATEGIES IN ENERGY SUMMIT Tuesday, Sept 30th, 2014 | Omni Houston Hotel at Westside

Your Next Event:

FALL SUMMIT

Save the date!


THANK YOU


Global Mobility & HR Agility: How Paragon Offshore is Solving Two Major HR Challenges

Recruiting & HR

Transcript of Global Mobility & HR Agility: How Paragon Offshore is Solving Two Major HR Challenges