Job description

Location: Erbil, Iraq | Business coverage: Erbil and Basra 

About the Role

The HR Business Partner (HRBP) is a key partner to the Iraq leadership team, translating business strategy and operational priorities into effective people plans and practical HR solutions. Based in Erbil, the role supports operations across Erbil and Basra and works closely with the HR Manager, country and functional leaders, and specialist HR teams to strengthen organisational effectiveness, workforce capability, employee relations, and compliance. 

This role requires a commercially minded, hands-on HR professional who can balance operational urgency with sound judgement, consistent policy application, workforce cost discipline, and local employment requirements. The successful candidate will use workforce data and business insight to support decisions on headcount, talent, organisational change, employee performance, and workforce mobilisation, while promoting a respectful, inclusive, and safety-focused working environment. 

Key Responsibilities:

Strategic HR Partnership and Organisational Effectiveness

• Build trusted working relationships with business and functional leaders, understand operational priorities, and provide clear, commercially sound HR advice. 

  
  

• Translate business plans into people priorities, including workforce capability, organisation design, succession, retention, and employee engagement. 

  
  

• Challenge assumptions constructively and provide data-informed recommendations that balance operational requirements, employee impact, risk, and cost. 

  
  

• Support organisational changes, restructuring, role design, and workforce optimisation in line with approved plans and governance. 

  
  

Workforce Planning and Talent Acquisition

• Coordinate headcount and manpower planning with business leaders, Finance, and HR, ensuring alignment with approved budgets, workload, revenue outlook, and operational requirements. 

  
  

• Monitor actual and forecast headcount, vacancies, transfers, promotions, exits, mobilisation, and demobilisation; identify gaps, risks, and opportunities for improvement. 

  
  

• Partner with Recruitment and hiring managers to prioritise critical vacancies and support timely, effective hiring and onboarding. 

  
  

• Support workforce localisation, succession coverage, and the development of local talent in line with business needs and applicable requirements. 

  
  

• Track workforce-related costs and provide accurate information and analysis to support headcount, productivity, and cost-control decisions. 

  
  

Employee Relations

• Manage employee relations matters, including grievances, disciplinary cases, conduct concerns, attendance, performance issues, and workplace complaints. 

  
  

• Conduct or coordinate fair, timely, confidential, and well-documented workplace investigations, ensuring decisions are evidence-based and consistent with company policy. 

  
  

• Advise managers on appropriate actions and escalation routes, partnering with Legal and specialist teams on complex or high-risk matters. 

  
  

• Support employee exits, terminations, and restructuring activities with appropriate documentation, approvals, and risk assessment. 

  
  

• Identify recurring employee relations issues and recommend practical actions to address root causes and reduce exposure. 

  
  

Employment Compliance and HR Governance

• Apply strong working knowledge of Iraqi Labour Law and relevant local employment requirements, and help leaders understand their responsibilities. 

  
  

• Promote consistent application of company policies, procedures, delegated authorities, and internal controls across Erbil and Basra. 

  
  

• Maintain accurate employee documentation, case records, approvals, and HR system data, ensuring confidentiality and appropriate access. 

  
  

• Coordinate with Legal and relevant specialists when interpretation, advice, or escalation is required; flag potential compliance risks promptly. 

  
  

Performance, Talent and Employee Engagement

• Coordinate the performance-management cycle, supporting managers to set clear expectations, provide feedback, address performance gaps, and complete reviews on time. 

  
  

• Contribute to talent reviews, succession planning, development planning, and identification of critical roles and high-potential employees. 

  
  

• Support retention of key talent through manager coaching, employee feedback, and practical engagement actions. 

  
  

• Promote a respectful, inclusive, and accountable workplace culture, helping managers address concerns early and constructively. 

  
  

Compensation Benefits and HR Operations

• Coordinate with Compensation & Benefits, Payroll, and HR Operations on salary changes, promotions, allowances, benefits, employee movements, and payroll-related queries. 

  
  

• Support annual compensation review and promotion processes in line with approved budgets, guidelines, and governance. 

  
  

• Resolve or escalate employee HR and payroll concerns promptly, maintaining clear communication and follow-through. 

  
  

• Maintain reliable HR reports and employee data to support workforce decisions, audits, and management reporting. 

  
  

Operational Partnership and HSE Culture

• Maintain an effective HR presence across Erbil and Basra, engaging regularly with employees, supervisors, and operational teams to understand site-level needs. 

  
  

• Support workforce mobilisation and demobilisation and coordinate HR requirements for operational changes and critical staffing needs. 

  
  

• Promote HSE awareness and reinforce the expectation that safety, employee wellbeing, and respectful conduct are integral to how work is performed. 

  
  

• Undertake business travel between supported locations as required by operational priorities. 

  
  

Required Experience and Skills:

• Minimum 7 + years of progressive HR experience, including substantial experience in an HR Business Partner

  
  

• .Oil & Gas industry experience is essential, preferably supporting operational or field-based teams. 

  
  

• Strong practical knowledge of Iraqi Labour Law and local employment practices, with the judgement to identify issues requiring specialist legal advice. 

  
  

• Demonstrated experience in employee relations, workplace investigations, workforce planning, organisational change, recruitment, performance management, and HR operations. 

  
  

• Experience working with headcount plans, workforce costs, HR metrics, and management reporting to support business decisions. 

  
  

• Fluency in Kurdish, Arabic, and English is essential. 

  
  

• Strong stakeholder-management, communication, negotiation, analytical, and problem-solving skills. 

  
  

• Ability to manage sensitive matters with discretion, maintain accurate records, and work effectively in a fast-paced operational environment. 

  
  

• Ability and willingness to travel frequently between Erbil and Basra to support business operations and maintain effective engagement with employees and business leaders across Iraq

  
  

Qualifications:

Bachelor’s degree in Human Resources, Business Administration, Management.