District HR Manager - Williston, ND

Nabors•Williston, ND

13h

About The Position

The District Human Resources Manager serves as the trusted people partner to district and operations leadership, translating business priorities into practical workforce strategies and consistent employee practices. The role leads local delivery of the people strategy, strengthens leadership and workforce capability, manages complex employee and organizational risks, and connects district needs with People Operations, Centers of Excellence, Legal, HSE, Finance, and other corporate functions to support safe, compliant, and effective operations. The position advises leaders on workforce planning, organization design, staffing, succession, retention, talent development, employee relations, performance, investigations, accommodations, policy application, and organizational change. It coordinates with corporate HR and other specialists, guides employee lifecycle matters, uses HR systems and workforce information to improve decisions, and leads assigned district HR employees. The position works primarily in an office environment with regular interaction in district and field settings, and requires travel to district offices, rig sites, or operational facilities based on business needs.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent relevant experience may be considered.
Seven or more years of progressive human resources experience, including broad HR generalist or HR business partner responsibility in an operational environment.
Three or more years of leadership, supervisory, or team-lead experience.
Demonstrated experience advising operations leaders on employee relations, workforce planning, talent, organizational change, workplace investigations, accommodations, and business risk.
Working knowledge of employment law, performance management, corrective action, compliant employment practices, and confidential records standards.
Ability to analyze workforce information, influence leaders, communicate clearly, manage competing priorities, and make sound recommendations in complex or sensitive situations.
Proficiency with HR information systems, Microsoft 365, reporting tools, and standard business applications.
Ability to travel to district, rig, or field locations as business needs require.
Ability to respond to time-sensitive employee or operational matters.

Nice To Haves

Professional HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, CHRP, or equivalent.
Experience supporting drilling, energy, industrial, manufacturing, construction, transportation, or another field-based operating environment.
Experience leading HR through organizational change, shared-services transitions, integrations, or process transformation.

Responsibilities

Serve as the primary HR advisor to district and operations leaders, connecting people decisions to safety, performance, cost, customer requirements, workforce continuity, and business risk.
Lead district workforce planning, organization design, staffing priorities, succession, retention, talent movement, and leadership-capability actions.
Use knowledge of district operations and workforce demand to recommend practical people strategies, clarify decision rights, and align local priorities with enterprise direction.
Advise leaders on employee relations, performance management, corrective action, accommodations, conflict resolution, and employment decisions while maintaining appropriate confidentiality.
Lead sensitive or complex workplace investigations, employee concerns, policy exceptions, and escalations; document findings and provide supportable recommendations.
Assess legal, compliance, safety, employee, and operational risk and engage Legal, HSE, Compliance, or corporate HR specialists when matters exceed local authority or expertise.
Lead district implementation of corporate HR programs, policies, systems, and organizational changes through impact assessment, leader readiness, communication, feedback, and issue escalation.
Promote consistent, fair, and well-documented application of company policies and employment practices in alignment with applicable legal and governance requirements.
Support business transitions, integrations, and shared-services adoption by maintaining service continuity and helping leaders and employees navigate change.
Guide leaders through onboarding, development, performance, compensation, benefits, leave, and separation matters, coordinating with People Operations and Centers of Excellence for execution and specialized support.
Partner with Talent Acquisition and operations leaders to define recruiting priorities, support selection decisions, and address critical or hard-to-fill roles without owning routine recruiting administration.
Use HR systems, workforce information, and business insight to identify trends, improve decisions, strengthen controls, and recommend actions that improve employee experience and organizational effectiveness.
Lead and develop assigned district HR employees by setting priorities and service expectations, delegating transactional work, coaching performance, and building team accountability and capability.
Maintain effective relationships across Operations and corporate functions, coordinate ownership and escalation paths, and drive timely resolution of employee and business issues.
Promote a respectful, inclusive, ethical, and high-performance culture consistent with company values and leadership expectations.
Participate in enterprise HR projects, audits, policy reviews, and cross-district improvement initiatives as assigned.
Represent the district in selected leadership meetings, HR forums, field visits, and employee communications.
Contribute district insight, lessons learned, and practical recommendations to improve HR policies, systems, processes, and service delivery.