People (HR) Business Partner

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.

This role exists to translate business strategy into actionable talent solutions by applying deep expertise in workforce planning, change management, data-driven decision-making, and stakeholder advisory. The People Business Partner serves as a strategic connector between business units and the People function, leveraging cross-functional skills to drive organizational performance, build leadership capability, and ensure the right talent and skills are in place to meet current and future business needs.

Strategic Business Advisory & Talent Strategy

Primary Skills: Business Acumen • Strategic Thinking • Stakeholder Influence • Consultative Advisory

• Partner with business leaders to diagnose organizational challenges and co-develop talent strategies that align with business unit priorities and growth objectives.
• Translate enterprise and business unit strategy into practical, innovative talent solutions, including workforce restructuring, capability-building, and role redesign.
• Use labor market intelligence, internal hiring data, and skills analytics to advise leaders on build-vs-buy talent decisions and emerging skill needs.
• Act as a coach to senior leaders on the people strategy agenda, challenging assumptions and driving accountability for talent outcomes.

 

Change Management & Organizational Effectiveness

Primary Skills: Change Leadership • Organizational Design • Communication • Program Management

• Guide business leaders through change initiatives (restructuring, acquisitions, process transformations), providing frameworks, stakeholder mapping, and adoption strategies.
• Facilitate the implementation and sustained adoption of talent initiatives within the business unit, ensuring alignment to organizational values and culture.
• Advise on organizational culture development that promotes high-performance teaming and exceptional client service delivery.

 

Workforce Planning & Talent Pipeline Development

Primary Skills: Workforce Analytics • Succession Planning • Skills Assessment • Talent Review Facilitation

• Lead workforce planning efforts by assessing current skills supply against business demand, identifying critical gaps, and recommending targeted interventions.
• Facilitate talent review, succession planning, and promotions processes with business managers to build and maintain a robust, diverse leadership pipeline.
• Support the development and retention of high-potential talent and drive internal mobility to ensure sustainable talent pipelines across the business unit

 

People Analytics & Data-Driven Decision-Making

Primary Skills: HR Data Analysis • Reporting & Visualization • HRIS Navigation • Critical Thinking

• Perform HR data analysis and build reports to inform workforce planning, organizational health assessments, and leadership decision-making.
• Leverage HRIS and analytics tools to identify trends in engagement, attrition, goal completion, and skills distribution across the business unit.

 

COE Collaboration & HR Service Delivery

Primary Skills: Cross-Functional Collaboration • Employee Relations • HR Process Knowledge • Problem Resolution

• Influence People COEs (Talent Acquisition, Talent Development, Total Rewards) in designing and refining best-in-class programs, processes, and tools.
• Provide first-level guidance on employee relations inquiries and HR policy questions, routing transactional items to Shared Services as appropriate.
• Promote diversity, equity, and inclusion practices across talent processes within the business unit.

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• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.

• 5-7 years of progressive HR experience in a business partner, generalist, or HR analyst capacity.

• Demonstrated ability to advise and influence leaders at multiple levels of the organization.

• Working knowledge of employment law, HR compliance, and regulatory requirements.

• Proficiency in HR data analysis and interpretation; comfort working with HRIS platforms.

• Strong interpersonal, communication, and customer service skills.

• Ability to handle sensitive and confidential information with discretion and professionalism.Â