HR Business Partner - Core & Enabling Functions (Hybrid)

Job Title: HR Business Partner - Core & Enabling Functions

HR Business Partner - Core & Enabling Functions (Hybrid) at Heritage Energy Operational Services Limited

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Sep 17, 2026, 11:08 AM

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Established in 2016, Heritage Energy Operational Services Limited (Heritage Energy) is an affiliate of Heritage Oil Limited (HOIL) a Jersey-headquartered international Oil and Gas company. Heritage Energy is also the Operator of the flagship Asset, OML 30 in the Niger Delta, which is a Joint Venture Partnership between NNPC Exploration and Production Limited (NEPL) and Shoreline Natural Resources Limited (SNRL).

Our focus is to explore underappreciated basins and assets to create value for all stakeholders – the host communities, host governments, and ultimately our shareholders, in a sustainable and responsible way.

We are recruiting to fill the position below:

Location: Ikoyi, Lagos

Employment Type: Full-Time (Hybrid)

Department: Human Resources

Role Purpose

The HRBP will serve as a trusted advisor to business leaders, providing practical HR guidance and partnering with stakeholders across the employee lifecycle. The role will support the implementation of HR initiatives, programs, and policies while ensuring alignment with business objectives and approved HR frameworks.

Working closely with the General Manager, Human Resources, the successful candidate will be accountable for the effective execution of HR processes and people initiatives within assigned business areas while providing support across Compensation, Benefits, Payroll, and Workforce Cost Management activities.

This role is ideally suited to a dynamic HR professional with strong business partnering capability and

Experience

within the Upstream Oil & Gas sector, particularly in supporting technical talent populations across drilling, wells, subsurface, production, projects, operations JV partner management.

We are seeking an experienced and commercially minded HRBP to support the delivery of the Company's people agenda and contribute to business performance through effective HR partnership, talent management, organizational effectiveness, employee relations, payroll administration, workforce planning, and reward support.

and business outcomes.

Participate in leadership discussions and provide HR input into business planning, budgeting, and strategic workforce decisions.

Drive adoption of HR policies, procedures, and best practices.

Provide proactive HR support and practical solutions to business and people-related issues.

Partner with business leaders to understand operational objectives, workforce challenges, and talent requirements.

Compensation,

Demonstrated success partnering with leaders to improve business and workforce performance.

Proven

in HR Business Partnering, Employee Relations, Talent Management, Workforce Planning, Compensation & Benefits, and Payroll support.

Minimum of 3 years supporting senior business leaders and management teams.

Strong

managing complex employee relations and organizational change initiatives.

supporting compensation reviews, workforce cost management, payroll activities, and reward administration.

supporting technical and operational workforce populations.

Minimum of 8 years progressive HR

across multiple HR disciplines.

Ideal Candidate Profile:

The ideal candidate is a credible and commercially minded HR professional with strong HR Business Partnering experience, preferably with hands-on

in Compensation &

Key Accountabilities

• Strategic HR Business Partnering:
• Support succession planning and capability development initiatives within assigned functions.
• Act as a trusted advisor to leaders on people matters, organizational effectiveness, and workforce planning.
• Facilitate workforce planning, organizational reviews, and manpower budgeting activities.
• Support the execution of HR strategies and initiatives that improve workforce effectiveness and organizational performance.
• Build strong relationships across all levels of the organization to enhance employee

Benefits

& Payroll:

Serve as the focal HR resource supporting Compensation, Benefits, Payroll, and Workforce Cost Management activities while ensuring operational effectiveness, governance, and compliance.

Compensation &

Support job evaluation, grading, and role benchmarking exercises.

Support annual compensation review processes, including salary adjustments, promotions, incentive awards, and bonus administration.

Assist in the preparation of reward proposals relating to scarce skills retention, critical talent attraction, expatriate arrangements, and other specialized workforce requirements.

Conduct salary benchmarking and market intelligence reviews to support competitive reward positioning, particularly within the oil and gas industry.

Promote internal equity and support adherence to reward governance

programs, policies, and frameworks.

Payroll:

Address employee payroll-related enquiries and support process improvements that enhance service delivery and employee experience.

Support payroll audits, reconciliations, reporting, and governance reviews.

Coordinate and support monthly payroll activities to ensure accuracy, completeness, and timely processing.

Partner with Finance and payroll service providers to ensure effective payroll administration and statutory compliance.

Workforce Cost Management:

Support workforce budgeting and manpower cost forecasting activities.

Contribute to workforce optimisation initiatives and resource planning activities.

Monitor headcount, workforce costs, compensation movements, and related metrics.

Produce workforce cost reports and analyses to support business decision-making.

Talent Management & Organization Development:

Support the identification and development of high-potential talent and critical-role successors.

Facilitate talent calibration and performance moderation exercises to promote fairness and consistency.

Participate in organizational design and workforce effectiveness initiatives.

Partner with managers to develop retention strategies for critical and scarce technical talent.

Support workforce capability assessments and identify critical skill gaps and talent risks.

Facilitate talent review and succession planning discussions to strengthen organizational capability and leadership pipelines.

Contribute to the development of career pathways, competency frameworks, and talent development programs.

Coach leaders on performance management, employee development, career discussions, and talent decisions.

Drive performance management processes across assigned business areas and support leaders in creating a high-performance culture.

Support implementation of employee engagement and culture improvement initiatives.

Employee & Industrial Relations:

Support leaders in fostering a positive, inclusive, and high-performance workplace culture.

Lead and coordinate disciplinary, grievance, and workplace investigation processes as required.

Ensure compliance with labour legislation and company policies in the management of employee cases.

Provide expert guidance on employee relations matters, investigations, disciplinary processes, grievances, and conflict resolution.

Support the implementation of employee engagement surveys and action plans.

Collaborate with Community Relations and external stakeholders where required.

Promote a culture of respect, accountability, inclusion, and ethical conduct.

Monitor employee relations trends and recommend proactive interventions.

Ensure consistent and fair application of HR policies, procedures, and employment practices.

Learning & Capability Development:

Coordinate learning interventions and leadership development programs.

Promote continuous learning and a growth-oriented culture.

Partner with leaders to identify capability gaps and learning priorities aligned with business needs.

Measure learning effectiveness and return on investment through defined metrics.

Support development planning processes for employees and leaders.

Promote effective utilization of the Company's Learning Management System (LMS) via BambooHR.

Support competency assessments and technical capability development initiatives.

Stay abreast of emerging learning trends and best practices and recommend improvements where appropriate.

Support development and implementation of learning and development initiatives.

Change Management & Organizational Effectiveness:

Monitor implementation effectiveness and recommend interventions where required.

Lead people-related workstreams for organizational change and transformation projects.

Facilitate stakeholder engagement and communication activities throughout transformation initiatives.

Champion continuous improvement and organizational effectiveness programs.

Support organizational restructuring, business integration, and workforce transition initiatives.

Support leaders in managing organizational change and driving employee adoption.

Conduct change impact assessments and stakeholder analyses.

Develop and execute change management and communication plans.

HR Analytics, Governance & Compliance:

Monitor adoption and effectiveness of HR policies and programs.

Maintain high standards of data integrity, confidentiality, and records management via BambooHR.

Analyze trends relating to turnover, retention, engagement, headcount, workforce costs, payroll, diversity, productivity, and performance.

Ensure compliance with labour laws, regulatory requirements, and internal governance frameworks.

Support internal and external audits relating to HR, payroll, and workforce processes.

Develop and maintain Bamboo HR reports, scorecards, dashboards, and workforce metrics.

Provide insights and recommendations that support management decision-making.

Remain current on evolving employment legislation, HR trends, reward practices, and industry benchmarks.

Support workforce planning and strategic people decisions through robust data analysis.

Key Performance Indicators (KPIs)

Success in this role will be measured through:

Quality of HR analytics and business insights provided.

Continuous improvement of HR processes and employee experience.

Effectiveness of performance management and succession planning processes.

Compliance with employment legislation and internal policies.

Payroll accuracy, timeliness, and compliance.

Delivery and adoption of HR initiatives, projects, and transformation programs.

Timely resolution of employee relations matters.

Retention of critical and high-performing talent.

Delivery of HR support to business leaders and employees.

Employee engagement and culture outcomes.

Stakeholder satisfaction with HR service delivery.

Workforce planning accuracy and workforce cost management.

Qualifications &

administration, Payroll management, Workforce Budgeting, and Workforce Cost Management, including salary reviews, bonus administration, compensation benchmarking, manpower planning, payroll governance, and workforce analytics.

The successful candidate will have a strong track record of partnering with leaders on talent management, succession planning, employee relations, and organizational effectiveness, while supporting the attraction and retention of scarce technical talent.

How to Apply

Interested and qualified candidates should:

Click here to apply online

Note

No relocation support is available for this position.

By submitting an application, candidates confirm that they are based in the advertised work location or will relocate at their own expense if selected.

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Requirements

• and approved compensation frameworks.
• Provide data, insights, and recommendations to support attraction, retention, promotion, mobility, and workforce planning decisions.
• Monitor workforce costs and reward-related trends and provide management reports and analytics.
• Support the implementation and continuous improvement of compensation and

Education

Master's Degree, MBA, or postgraduate qualification in a related field will be an advantage.

Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Social Sciences, Psychology, Statistics or a related discipline.