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Nasspay

Human Resources Manager

Salary
Not stated
Deadline
Oct 30, 2026

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Human Resources · Erbil

NASS Company is hiring a full-time, on-site Human Resources Manager in Erbil to oversee end-to-end HR operations, workforce planning, recruitment, and organizational development. The role requires at least 6 to 8 years of progressive HR experience and a relevant bachelor's degree.

About the job

Company: NASS Company

Department: Human Resources

Reports To: General Manager

Direct Reports: HR Operation Specialist, Talent Acquisition Lead, HRBP / HR Coordinator and other HR team members as assigned

The HR Manager is responsible for managing and continuously improving the full range of Human Resources activities at NASS, ensuring that HR practices support business objectives, organizational growth, employee performance, compliance, and a positive employee experience.

The role is responsible for translating the company's HR strategy into effective day-to-day execution across HR Operations, Talent Acquisition, Performance Management, Learning & Development, Employee Relations, HR Systems, Workforce Planning, Compensation & Benefits, and Employee Experience.

The HR Manager will also play a key role in supporting NASS's organizational development and change initiatives by ensuring that organizational structures, roles, responsibilities, processes, policies, and people practices are aligned with the company's evolving business needs.

Responsibilities

  • Translate the HR strategy into annual HR plans, initiatives, KPIs, and implementation roadmaps.
  • Align HR plans with NASS's business strategy, organizational structure, workforce requirements, and growth plans.
  • Conduct workforce planning and manpower forecasting in coordination with management.
  • Review headcount requirements and ensure appropriate workforce allocation.
  • Support organizational design and restructuring initiatives.
  • Identify HR-related business risks and recommend appropriate actions.
  • Provide management with regular HR insights, reports, and recommendations.
  • Ensure effective and consistent implementation of HR policies, procedures, and SOPs.
  • Oversee employee lifecycle processes from joining to separation.
  • Oversee employee records, contracts, personnel files, documentation, and HR databases.
  • Ensure accurate management of attendance, leave, working hours, employee movements, and related records.
  • Monitor compliance with company policies and applicable Iraqi labor requirements.
  • Ensure HR transactions are properly documented and processed within agreed timelines.
  • Identify operational gaps and continuously improve HR processes.
  • Ensure HR processes are properly documented and implemented across departments and locations.
  • Lead and oversee the recruitment and selection process.
  • Ensure recruitment is based on approved manpower plans and business requirements.
  • Review and maintain job descriptions and ensure roles have clear responsibilities, qualifications, and performance expectations.
  • Establish appropriate recruitment channels and sourcing strategies.
  • Oversee CV screening, interviews, assessments, selection, references, offers, and onboarding.
  • Ensure recruitment decisions are based on objective and job-related criteria.
  • Monitor recruitment KPIs including time-to-fill, time-to-hire, hiring quality, offer acceptance, and recruitment cost.
  • Build and maintain a talent pipeline for critical and specialized positions.
  • Continuously improve the candidate experience.
  • Own and continuously improve the NASS performance management framework.
  • Ensure employees have clear objectives, KPIs, targets, and performance expectations.
  • Coordinate the annual and periodic performance evaluation process.
  • Ensure performance objectives are aligned with department and company objectives.
  • Support managers in setting measurable and meaningful KPIs.
  • Monitor completion and quality of performance evaluations.
  • Identify performance gaps and coordinate improvement plans where required.
  • Ensure performance results are linked appropriately to development, recognition, succession, and other HR decisions.
  • Provide managers with guidance on performance conversations and feedback.
  • Analyze performance results and identify organizational trends.
  • Identify organizational and employee capability gaps.
  • Develop and maintain the annual Learning & Development plan.
  • Conduct training needs analysis in coordination with department managers.
  • Ensure training programs are aligned with business priorities and identified capability gaps.
  • Coordinate internal and external training programs.
  • Establish mechanisms for knowledge transfer and knowledge documentation.
  • Monitor training effectiveness and return on investment.
  • Support leadership and manager development programs.
  • Develop career development and capability-building initiatives.
  • Maintain appropriate training records and employee development history.
  • Manage employee relations matters fairly, consistently, and confidentially.
  • Provide guidance to managers on employee-related issues and appropriate HR actions.
  • Handle employee complaints, grievances, disciplinary matters, and workplace concerns.
  • Ensure disciplinary actions are properly documented and aligned with company policy and applicable labor requirements.
  • Monitor employee engagement and identify areas requiring improvement.
  • Develop initiatives to improve employee experience throughout the employee lifecycle.
  • Establish structured employee feedback and employee voice mechanisms.
  • Monitor employee concerns and ensure appropriate follow-up.
  • Support a respectful, professional, inclusive, and productive workplace culture.
  • Maintain, review, update, and implement HR policies and procedures.
  • Ensure HR policies reflect business requirements and applicable Iraqi labor regulations.
  • Maintain appropriate HR documentation and records.
  • Ensure consistent application of HR policies across departments.
  • Identify policy gaps and recommend improvements.
  • Support internal and external audits related to HR.
  • Maintain confidentiality of employee and company information.
  • Ensure HR practices comply with applicable legal, regulatory, and company requirements.
  • Oversee the effective use and implementation of the HRIS/Odoo HR modules.
  • Ensure HR master data is accurate, complete, and regularly updated.
  • Improve HR processes through automation and digitization.
  • Ensure appropriate use of HR systems for recruitment, attendance, leave, performance, employee records, training, and reporting.
  • Develop and maintain HR dashboards and management reports.
  • Analyze HR data and provide actionable insights to management.
  • Monitor key HR metrics.
  • Ensure timely submission of monthly and periodic HR reports.
  • Maintain appropriate salary structures and job levels in coordination with management.
  • Support salary reviews and compensation decisions based on approved policies and budgets.
  • Conduct market benchmarking where required.
  • Monitor internal equity and consistency.
  • Support employee benefits administration.
  • Support NASS organizational change initiatives.
  • Assess people-related impacts of organizational changes.
  • Support implementation of new organizational structures, roles, responsibilities, and reporting lines.
  • Ensure Job Descriptions and scopes of work are aligned with the approved organizational structure.
  • Support change communication and employee engagement during organizational changes.
  • Identify resistance, capability gaps, and adoption challenges.
  • Coordinate training and communication required to support change.
  • Monitor implementation and adoption of new HR processes.
  • Support the development of a culture of accountability, collaboration, ownership, and continuous improvement.
  • Maintain and continuously review the organizational structure.
  • Ensure clear reporting lines and accountability across departments.
  • Review Job Descriptions against actual responsibilities and business requirements.
  • Identify overlaps, gaps, unclear ownership, and role conflicts.
  • Support development of RACI matrices and cross-functional accountability where required.
  • Work with management to clarify responsibilities between departments.
  • Support organizational effectiveness initiatives.
  • Develop and implement employee engagement initiatives.
  • Conduct employee engagement surveys and analyze results.
  • Establish employee feedback mechanisms.
  • Develop initiatives addressing identified engagement gaps.
  • Promote company values and expected workplace behaviors.
  • Support recognition and employee appreciation initiatives.
  • Develop an annual HR/employee engagement calendar.
  • Monitor employee experience across key employee lifecycle stages.
  • Identify critical positions and key talent.
  • Establish succession planning processes for critical roles.
  • Support talent identification and development.
  • Develop career development frameworks.
  • Identify high-potential employees and development opportunities.
  • Monitor talent risks and critical capability gaps.
  • Work with managers to develop internal talent pipelines.
  • Act as an HR business partner to management and department heads.
  • Provide professional HR advice on organizational, employee, performance, and workforce matters.
  • Participate in management discussions where people-related decisions are required.
  • Translate business challenges into appropriate people and organizational solutions.
  • Challenge ineffective people practices and recommend improvements.
  • Maintain strong working relationships with senior management and department leaders.
  • Annual HR Strategy and HR Action Plan.
  • Annual Manpower Plan.
  • Updated Organization Structure and Job Descriptions.
  • Recruitment Plan and Recruitment Dashboard.
  • Performance Management Framework and Evaluation Cycle.
  • Annual Learning & Development Plan.
  • Employee Engagement Plan.
  • HR Policies and SOPs.
  • HR Operations and Employee Lifecycle Processes.
  • HRIS/Odoo implementation and continuous improvement.
  • Monthly HR Dashboard and Management Report.
  • Workforce and turnover analysis.
  • Succession and talent development plan.
  • Employee Relations and disciplinary process management.
  • Compensation and benefits administration.
  • Change Management and development support.
  • HR compliance and audit readiness.
  • Continuous improvement of HR processes and employee experience.

Requirements

  • Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
  • Master's degree or professional HR qualification is an advantage.
  • Minimum 6–8 years of progressive HR experience, preferably including HR management responsibility.
  • Previous experience in a fast-growing, technology, fintech, financial services, or similarly regulated organization is preferred.
  • Demonstrated experience managing multiple HR functions.
  • Experience in organizational development, change management, performance management, and HR operations.
  • Experience working directly with senior management and department heads.
  • HR operations and employee lifecycle management
  • Recruitment and talent acquisition
  • Performance management
  • Learning & development
  • Employee relations
  • Compensation & benefits
  • HR policies and procedures
  • Workforce planning
  • Organizational development
  • Change management
  • HR analytics and reporting
  • HRIS/Odoo or similar HR systems
  • Iraqi labor law and employment practices
  • HR compliance and documentation
  • Employee engagement and experience
  • People leadership
  • Decision-making
  • Accountability
  • Strategic thinking
  • Business acumen
  • HR generalist knowledge
  • Talent management
  • HR analytics
  • Excellent verbal communication
  • Excellent written communication
  • Stakeholder management
  • Presentation skills
  • Negotiation
  • Conflict resolution
  • Active listening
  • Problem solving
  • Data analysis
  • KPI management
  • Process improvement
  • Planning and execution
  • Risk awareness
  • Strong MS Office skills
  • Strong Excel/data analysis capability
  • Experience with HRIS systems
  • Odoo HR experience is highly preferred
  • Integrity and confidentiality
  • Professionalism
  • Continuous improvement mindset
  • Employee orientation
  • Business orientation
  • Collaboration
  • Adaptability
  • Emotional intelligence
  • Resilience
  • Attention to detail
  • Fairness and consistency
  • Change leadership
  • Ability to work under pressure

Skills

  • Microsoft Office
  • Microsoft Excel
  • HRIS
  • Odoo
  • Iraqi Labor Law
  • Workforce Planning
  • Talent Acquisition
  • Performance Management
  • Employee Relations
  • Change Management

Details

Profession
Human Resources
Category
Administration & Office
Education
Bachelor's degree
Experience
6+ years
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