People Business Partner, Senior Manager

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.
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.

As a People Business Partner (PBP) Senior Manager, you will act as a strategic HR leader aligned to business unit objectives, translating organizational goals into impactful people strategies. You will partner with senior leaders to shape workforce plans, elevate leadership effectiveness, and drive employee engagement across the business. This role leads key initiatives in succession planning, organizational design, and change management while providing data-driven insights to influence talent decisions. Working in close collaboration with COEs and Shared Services, you will ensure the delivery of integrated, forward-thinking HR solutions that foster a high-performing, inclusive culture and support long-term business success.

• Serve as a strategic advisor to senior leadership on people strategy and organizational development.
• Lead workforce planning, succession management, and organizational design initiatives.
• Engage with business leaders and managers to align business priorities with talent priorities.
• Translate the business strategy into practical and innovative talent solutions at the business unit level.
• Partner with COEs to execute performance management, leadership development, and reward strategies.
• Advise the business on developing a culture within the business unit that underpins our values, promotes high-performance teaming, and enables the delivery of exceptional client service.
• Challenge and coach management to drive change and support the implementation and successful adoption of projects and initiatives.
• Guide business leaders in effective change management strategies and the deployment of change (e.g., for restructuring, acquisitions).
• Act as a coach to leadership in relation to delivering the people strategy agenda.
• Influence the People COE in the development of best-in-class models, processes, reporting and programs.
• Facilitate change and support the implementation and successful adoption of talent initiatives within the business unit.
• Contribute to workforce planning activities in the context of understanding capability and skills development, and manage workforce planning efforts to meet business unit needs.
• Work with business managers to develop and manage their long-term talent pipeline (e.g., talent review, succession planning, promotions process).
• Support the business unit in the development and retention of top performers; build a pipeline of diverse future leaders for the sustainability and success of the business unit.
• Analyze HR data and trends to guide talent decisions, business planning, and risk mitigation.
• Promote diversity and internal mobility to ensure sustainable talent pipelines.
• Champion culture-shaping initiatives and promote inclusion, engagement, and high-performance behaviors.
• Provide strategic support and guidance for restructures, M&A integrations, and other transformation efforts.
• Escalate complex employee relations issues and manage risk through proactive problem-solving.
• Collaborate with Shared Services to ensure seamless employee experience and process execution.
• Respond to basic HR inquiries and partner with Shared Services for transactional support.
• Mentor and develop junior HR professionals, fostering continuous growth and excellence.

#LI-TL1

• Bachelor's degree in HR, Business Administration, or related field
• 5-8 years of progressive HR experience, including experience in a business partner or HR leadership role
• Strong business acumen, analytical capability, and change management experience
• Experience in managing and mentoring large teams
• Excellent communication, relationship-building, and stakeholder management skills
• Ability to handle sensitive issues with confidentiality and professionalism.
• Analytical mindset with attention to detail.

Preferred Qualifications

• Experience supporting employee relations or performance management initiatives.

• Exposure to project work or cross-functional HR initiatives.