HR Business Partner - Oil Gas

Key Responsibilities Partner with business leaders to understand operational priorities, strategic objectives, organizational challenges, and workforce requirements. Translate business strategy into HR priorities, people plans, and practical solutions that support business performance. Provide data-driven HR insights and recommendations to support leadership decision-making. Challenge and advise business leaders on organizational effectiveness, leadership capability, workforce productivity, and people-related risks. Build strong relationships with business stakeholders and act as a trusted advisor on people and organizational matters. Workforce Planning & Organizational Effectiveness Lead workforce planning activities, aligning current and future workforce requirements with business strategy and operational plans. Support organizational design, restructuring, role clarification, and organizational effectiveness initiatives. Analyze workforce composition, headcount, critical capabilities, vacancies, and resource allocation to identify gaps and improvement opportunities. Partner with business leaders to assess workforce sustainability, succession risks, and capability requirements. Support the development and review of organizational structures, job descriptions, role accountabilities, and competency requirements. Talent Acquisition & Critical Workforce Management Partner with business leaders and Talent Acquisition teams to define recruitment priorities, critical roles, and talent requirements. Ensure effective recruitment planning for technical, managerial, and hard-to-fill positions within the upstream oil and gas environment. Support talent attraction and retention strategies for specialized engineering, technical, asset management, and corporate roles. Monitor recruitment progress, workforce gaps, and critical vacancy risks, ensuring alignment with business priorities. Contribute to workforce localization and succession initiatives where applicable. Performance & Talent Management Drive the implementation of performance management processes, ensuring alignment between business objectives, individual goals, and measurable outcomes. Coach managers on objective setting, performance calibration, constructive feedback, and performance improvement. Identify high-potential employees, critical talent, and succession candidates in collaboration with business leaders. Support succession planning for business-critical and hard-to-replace positions. Develop and monitor action plans to address performance gaps, talent risks, and capability shortages. Learning, Development & Leadership Capability Identify business capability gaps and translate them into targeted learning and development priorities. Partner with Learning and Development teams to design development interventions aligned with technical, managerial, and leadership requirements. Support leadership development, coaching, mentoring, and on-the-job development initiatives. Promote knowledge transfer, internal talent mobility, and structured development pathways for critical roles. Contribute to capability-building initiatives that strengthen organizational resilience and long-term workforce sustainability. Employee Relations & Organizational Climate Advise managers on employee relations matters, performance concerns, workplace issues, and the consistent application of HR policies. Support the resolution of complex employee matters in collaboration with relevant HR functions. Monitor employee engagement, organizational climate, and emerging people-related risks. Promote a high-performance culture, leadership accountability, employee development, and effective communication. Ensure HR practices are implemented consistently and in accordance with applicable legislation and company policies. HR Analytics & Continuous Improvement Monitor key workforce metrics, including headcount, turnover, recruitment, performance, succession coverage, and capability gaps. Prepare management reports and provide actionable recommendations based on workforce data. Track the effectiveness of HR initiatives and ensure that agreed actions are implemented. Collaborate with HR Centers of Expertise and shared services teams to deliver integrated HR solutions. Contribute to the continuous improvement and standardization of HR processes across the supported business areas. Requirements Bachelor's degree in Human Resources, Business Administration, Management, Psychology, or a related field. Minimum 5–7 years of progressive HR experience, including substantial experience in an HR Business Partner or comparable strategic HR role. Experience in the oil and gas industry, preferably in upstream operations, exploration and production, oilfield services, or an energy-sector. Strong knowledge of workforce planning, organizational design, performance management, talent management, and succession planning. Demonstrated ability to partner with senior leaders and translate business challenges into effective HR solutions. Experience supporting technical and specialized workforces, including engineering and other hard-to-fill professional roles. Strong analytical skills and the ability to interpret workforce data and develop actionable recommendations. Understanding of employee relations, HR policies, and applicable employment legislation. Excellent stakeholder management, communication, influencing, and problem-solving skills. Fluency in Azerbaijani and English. Proficiency in Microsoft Office, particularly Excel and PowerPoint. Key Competencies Strategic Business Partnership Business Acumen in the Upstream Oil and Gas Environment Workforce Planning and Organizational Design Talent and Succession Management Performance and Leadership Development Data-Driven Decision-Making Stakeholder Management and Influencing Change Management and Organizational Effectiveness Confidentiality, Professional Judgment, and Accountability Interested candidates can apply by filling out the form in the Apply for job button.