Helmerich & Payne is a U.S.-based oilfield services company specializing in contract drilling and land drilling rig operations. Headquartered in Tulsa, Oklahoma, the company provides drilling services, directional drilling expertise and advanced rig ...
Employees often describe a mix of pride and realism when talking about working at Helmerich & Payne. Field workers say they like the hands-on nature of the job and the camaraderie on the rigs — “you rely on your crew like family.” Corporate employees highlight structured processes and clear safety priorities. Some people note the pay is competitive for field roles but that administrative work can feel bureaucratic. Overall, testimonials emphasize practical benefits: steady skill development, safety-first culture, and compensation that reflects the demanding work.
The company culture at Helmerich & Payne tends to center on safety, operational excellence, and teamwork. There is a pragmatic, results-oriented atmosphere in field operations, with an emphasis on procedures and risk management. Office teams are professional and somewhat conservative; change can be slower because of regulatory and safety constraints. If you are searching for company culture at Helmerich & Payne, expect a workplace where reliability and technical competence are valued more than flashy perks.
Work-life balance at Helmerich & Payne depends heavily on role and location. Field roles often follow long rotations (for example, multi-week on-site schedules or 12-hour shift patterns), which means time off comes in larger blocks but on-site stretches can be intense. Office roles are closer to a typical 40–50 hour week with occasional overtime. If you value predictable daily hours, corporate positions will suit you better than rig work.
Job security is tied to the cyclical nature of the oil and gas industry. There are periods of stable employment when demand is high and slower periods when contracts tighten. Field personnel who are highly skilled and safety-certified generally have better job resilience. Corporate roles may offer more steadiness but are not immune to restructuring during downturns. In short, job security is reasonable when market conditions are favorable and for those with specialized skills.
Leadership places strong emphasis on safety metrics, compliance, and operational efficiency. Senior leaders articulate long-term strategy around technology and cost discipline. Middle management focuses on meeting contract obligations and ensuring teams follow safety protocols. Communication from top leaders is frequent around safety and financial results, but employees sometimes perceive a gap between corporate strategy and frontline realities.
Managers are generally described as practical and safety-minded. Field supervisors are praised for hands-on leadership and mentoring new crew members. Some corporate managers are viewed as detail-oriented and conservative in decision making. Feedback commonly mentions that approachable managers who invest time in coaching tend to retain teams better. Conversely, managers who prioritize production targets without contextual support receive lower marks.
There is strong investment in on-the-job training and technical certification programs. The company operates structured training for rig operations, safety courses, and technical skill upgrades. Leadership development programs exist but are selective. Employees who take initiative and pursue certifications find many growth opportunities. Overall, training is practical, role-focused, and geared toward keeping people safe and competent.
Promotion opportunities are available, particularly in field operations where a clear ladder exists from entry roles to supervisory positions. Advancement often requires experience, certifications, and sometimes being in the right place at the right time. Corporate promotion tracks are present but can be slower and more competitive. Career mobility tends to reward safety record, technical skill, and consistent performance.
Salary ranges vary widely by role and location. Typical estimates:
Bonuses and incentives are common and typically linked to safety performance, production targets, and individual or team performance. Field roles often include overtime pay and performance-related payouts. Salaried employees may receive annual bonuses and, in some cases, stock-based incentives or long-term compensation tied to company results. Safety and retention bonuses exist in certain contracts.
Health benefits are comprehensive and usually include medical, dental, and vision coverage. There are options for Health Savings Accounts or flexible spending accounts, life and disability insurance, and an employee assistance program. Retirement benefits typically involve a 401(k) plan with a company match and, depending on hire date, legacy retirement options. Benefits are competitive for the sector.
Employee engagement activities emphasize safety meetings, training sessions, and town halls. Local events such as safety award ceremonies, community volunteer activities, and occasional social gatherings are common. The company prioritizes practical engagement (toolbox talks, safety stand-downs) over lavish social events, which fits the operational focus.
Remote work support is limited for field roles, which require on-site presence. Corporate roles may offer hybrid or remote options depending on the function and manager. IT and collaboration tools are adequate for distributed teams, but remote flexibility is far greater in office-based positions than in operations.
Average working hours differ by role. Field crews typically work 12-hour shifts in rotations that can result in long consecutive days followed by extended off-time. Office staff usually work 40–50 hours per week, with peak periods requiring additional hours. Overtime and weekend work can be common during busy stretches.
Attrition and layoffs reflect industry cycles. Historical downturns in the oil market have led to workforce reductions during recessionary periods. Attrition is moderate among field workers due to physical demands and variable schedules; retention is stronger for those who value the pay and career path. Expect fluctuations tied to commodity prices and contract renewals.
Overall, this is a solid choice for people who want hands-on technical work, clear safety focus, and competitive field compensation. Corporate roles will appeal to those seeking stable office hours and structured benefits. The company will suit candidates who are comfortable with an industry that cycles with global energy markets and who value skill development and safety culture. On balance, the company rates well for operational competence, training, and benefits, with room for improvement in work-life predictability for field staff and in speed of corporate decision-making.
Read authentic experiences from current and former employees at Helmerich & Payne
They genuinely prioritize safety and invest in training. Great peer network across rigs.
Field schedule can be intense during peak season.
Flexible hybrid schedule, supportive team and clear onboarding.
Promotion process unclear and can be slow.
Good mentorship and on-the-job training.
Travel and long hours can be tiring. Office support could be faster with approvals.
Stable benefits, good PTO.
Upper management slow to change, limited career track in my department.
Strong safety culture, great equipment and field support.
Long rotations sometimes, can miss family events.
Decent colleagues.
Red tape and slow approvals.
