HR Business Partner

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