JOB DESCRIPTION
Job Title: | HR Manager | O*NET Code: | 11-3121.00 (Human Resources Managers) |
Job Level: | L5 — Manager | Job Code: | NR-HR-03 |
Sector: | Human Resources | Company: | Al-Nardin Company |
Division: | HR Leadership | Department: | Human Resources |
Section: | Office of the HR Manager | Reports To: |
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Subordinates: |
| Functional Manager |
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Job Purpose |
Lead the Human Resources function at the Al-Rafidain Group level — drive HR strategy, policy harmonisation, talent acquisition, performance management, employee relations, and organisational development across the Group's 28 companies — and partner with company General Managers and the Group OD function to deliver a high-performing, compliant, and engaged workforce. The role applies specialist expertise within the Human Resources domain, ensuring that day-to-day work meets technical, regulatory, and quality requirements while contributing to the unit's continuous-improvement agenda. The job-holder is expected to operate with a high degree of autonomy on routine tasks while escalating complex matters appropriately. |
Key Duties & Responsibilities |
● Develop the Group HR strategy and annual people plan in alignment with corporate strategy. ● Harmonise and govern Group HR policies (recruitment, leaves, disciplinary, end-of-service, secondment, contracts) and ensure compliance with Iraqi Labour Law 37/2015. ● Lead Group-wide talent acquisition strategy, employer-branding, and senior-hire sourcing. ● Own the performance-management framework, calibration, and merit-cycle administration across companies. ● Oversee compensation & benefits framework, salary scales, and rewards governance across the Group. ● Lead the talent-development agenda: succession planning, leadership development, and learning programmes. ● Partner with Group OD on the Workforce Architecture Programme (WAP), job grading, and organisational design. ● Manage senior employee-relations cases, grievances, and Labour Office matters at Group level. ● Lead the Group HR team and the HR Business Partner community across companies; develop HR talent. ● Report HR KPIs, headcount, attrition, and engagement to the Group CEO and Board. ● Apply specialist technical knowledge to ongoing operations and contribute to continuous improvement initiatives. ● Maintain accurate records and documentation in line with regulatory and quality-system requirements (ALCOA+, ISO 9001). ● Support audits, inspections, and certification programmes by providing technical evidence on request. ● Participate in cross-functional projects to address operational challenges and improvement opportunities. |
Qualifications & Requirements |
Bachelor's degree in HR, Business Administration, Psychology, or related field. CIPD / SHRM-SCP / PHR strongly preferred. Master's degree is a plus.
● Languages: Working proficiency in Arabic (native or near-native) and English (intermediate or above for technical reading and reporting). ● Computer literacy: Proficiency in Microsoft Office (Word, Excel, PowerPoint) and the company's enterprise systems (ERP/LIMS/CMMS as applicable to the role). |
Experience |
Minimum 10–12 years of progressive HR experience including 4+ years at HR Manager level, ideally in a multi-company / multi-industry group.
● Track record of successful delivery in a comparable role within a regulated or quality-driven environment. ● Demonstrated ability to operate within an Iraqi-Group setting, working with internal stakeholders across functions and external regulators / partners. |
Skills & Competencies (Knowledge, Skills and Abilities) |
Knowledge ● Iraqi Labour Law 37/2015 and social-security regulations ● HR strategy and operating model design ● Talent acquisition, performance management, and rewards ● Organisational development and change management Skills ● Strategic HR leadership ● Cross-company stakeholder management ● Coaching senior leaders and HRBPs ● Board-level reporting and storytelling Abilities ● Translate business strategy into people priorities ● Maintain integrity and confidentiality at Group level ● Lead through ambiguity and competing company priorities |
Key Performance Indicators (KPIs) |
● Group voluntary attrition — Target: ≤ Group target | Frequency: Annual | Source: HRIS ● Critical-role time-to-hire — Target: ≤ 90 days | Frequency: Quarterly | Source: ATS / Recruiting tracker ● Employee engagement score — Target: ≥ Group benchmark | Frequency: Annual | Source: Engagement survey ● Policy compliance audit — Target: Zero material findings | Frequency: Annual | Source: Compliance audit ● Succession-plan coverage for critical roles — Target: ≥ 90% | Frequency: Annual | Source: Talent Review |
Prepared by: (Direct Manager) | Reviewed by: (BUHR / HRBP) | Approved by: (Group OD Manager) | Approved by: (Group HR Director) |
Name: ____________ Position: _________ Signature: ________ Date: ____________ | Name: ____________ Position: _________ Signature: ________ Date: ____________ | Name: ____________ Position: _________ Signature: ________ Date: ____________ | Name: ____________ Position: _________ Signature: ________ Date: ____________ |
Acknowledgement This certifies that I have read the job description and I am able to perform all essential duties as outlined. Employee Name: ________________ Signature: ________________ Date: ________________ |
