The District Human Resources Manager serves as the trusted people partner to district and operations leadership, translating business priorities into practical workforce strategies and consistent employee practices. The role leads local delivery of the people strategy, strengthens leadership and workforce capability, manages complex employee and organizational risks, and connects district needs with People Operations, Centers of Excellence, Legal, HSE, Finance, and other corporate functions to support safe, compliant, and effective operations.
Business Partnership & Workforce Strategy Primary Skills: Workforce Management • Business Judgment • Organizational Design • Talent Assessment
- Serve as the primary HR advisor to district and operations leaders, connecting people decisions to safety, performance, cost, customer requirements, workforce continuity, and business risk.
- Lead workforce planning, organization design, staffing priorities, succession, retention, talent movement, and leadership-capability actions for the district.
- Use knowledge of district operations and workforce demand to recommend practical people strategies, clarify decision rights, and align local priorities with enterprise direction.
Employee Relations, Investigations & Employment Risk Primary Skills: Employment Regulations • Incident Investigation • Risk Assessment • Performance Management
- Advise leaders on employee relations, performance management, corrective action, accommodations, conflict resolution, and employment decisions while maintaining appropriate confidentiality.
- Lead sensitive or complex workplace investigations, employee concerns, policy exceptions, and escalations; produce clear documentation, findings, and supportable recommendations.
- Assess legal, compliance, safety, employee, and operational risk and engage Legal, HSE, Compliance, or corporate HR specialists when matters exceed local authority or expertise.
HR Programs, Policy & Change Leadership Primary Skills: Policy Implementation • Regulatory Compliance • Communication Strategy • Project Management
- Lead district implementation of corporate HR programs, policies, systems, and organizational changes through impact assessment, leader readiness, communication, feedback, and issue escalation.
- Promote consistent, fair, and well-documented application of company policies and employment practices in alignment with applicable legal and governance requirements.
- Support business transitions, integrations, and shared-services adoption by maintaining service continuity and helping leaders and employees navigate change.
Talent, Employee Lifecycle & HR Service Delivery Primary Skills: Employee Development • Compensation Principles • Human Resources Systems • Process Management
- Guide leaders through onboarding, development, performance, compensation, benefits, leave, and separation matters, coordinating with People Operations and Centers of Excellence for execution and specialized support.
- Partner with Talent Acquisition and operations leaders to define recruiting priorities, support selection decisions, and address critical or hard-to-fill roles without owning routine recruiting administration.
- Use HR systems, workforce information, and business insight to identify trends, improve decisions, strengthen controls, and recommend actions that improve employee experience and organizational effectiveness.
District HR Leadership & Cross-Functional Partnership Primary Skills: Team Management • Employee Training • Cross-functional Teamwork • Task Prioritization
- Lead and develop assigned district HR employees by setting clear priorities and service expectations, delegating transactional work, coaching performance, and building team accountability and capability.
- Maintain effective relationships across Operations and corporate functions, coordinate ownership and escalation paths, and drive timely resolution of employee and business issues.
- Promote a respectful, inclusive, ethical, and high-performance culture consistent with company values and leadership expectations.
- Participate in enterprise HR projects, audits, policy reviews, and cross-district improvement initiatives as assigned.
- Represent the district in selected leadership meetings, HR forums, field visits, and employee communications.
- Contribute district insight, lessons learned, and practical recommendations to improve HR policies, systems, processes, and service delivery.
- Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent relevant experience may be considered.
- 7 or more years of progressive human resources experience, including broad HR generalist or HR business partner responsibility in an operational environment. 3 or more years of leadership, supervisory, or team-lead experience.
- Demonstrated experience advising operations leaders on employee relations, workforce planning, talent, organizational change, workplace investigations, accommodations, and business risk.
- Working knowledge of employment law, performance management, corrective action, compliant employment practices, and confidential records standards.
- Ability to analyze workforce information, influence leaders, communicate clearly, manage competing priorities, and make sound recommendations in complex or sensitive situations.
- Proficiency with HR information systems, Microsoft 365, reporting tools, and standard business applications.
- Ability to travel to district, rig, or field locations as business needs require.
- Professional HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, CHRP, or equivalent.
- Experience supporting drilling, energy, industrial, manufacturing, construction, transportation, or another field-based operating environment.
- Experience leading HR through organizational change, shared-services transitions, integrations, or process transformation.
- This position works primarily in an office environment with regular interaction in district and field settings. Travel to district offices, rig sites, or operational facilities is required based on business needs. Field visits require compliance with site safety, access, and personal protective equipment requirements. The role must be able to respond to time-sensitive employee or operational matters. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
Equal Opportunity Employer
Nabors is committed to providing equal employment opportunities to all employees and applicants and prohibiting discrimination and harassment of any type without regard to race, religion, age, color, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training. To learn more about our Fair Employment practices, please refer to the Nabors Code of Conduct.
Nabors is a leading provider of advanced technology for the energy industry. With operations in about 20 countries, Nabors has established a global network of people, technology and equipment to deploy solutions that deliver safe, efficient and responsible hydrocarbon production. By leveraging its core competencies, particularly in drilling, engineering, automation, data science and manufacturing, Nabors aims to innovate the future of energy and enable the transition to a lower carbon world.
