Human Resources Manager - Iraq/Automotive

Date: May 12, 2025

Posting Closure Date: Sep 04, 2023

Category: Support Function

Career Level: Supervisor

Country/Government:

Baghdad, Iraq

Job Role

To implement and manage HR policies, systems, and initiatives in alignment with the Group HR strategy and standards and ensure compliance with local labor laws while driving effective talent acquisition, employee engagement, performance management, and organizational development. This role acts as the key HR partner to the local leadership team while maintaining a strong functional reporting line to the MAG Group HR function. Expectations include: Support building a fast-passing professional culture within MAG's Mission, Vision, Values and EVP scope. Build good states with labour unions with the company's and its employees' best interests in mind. Act as subject matter expert on employee relations, local labour laws and local HR best practices

Job Responsibilities

Build effective working relationships with local union and/or works council representatives; draft briefing papers to support formal consultations and negotiations.
Carry out a wide range of HR data processing tasks as directed; advise other colleagues and provide guidance on processes when needed
Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans
Deliver a budget for an area of the organization or conduct complex analyses on budget progress in other areas of the organization.
Deliver analyses of HR data; identify trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance
Develop and propose own performance objectives; take appropriate actions to ensure achievement of agreed objectives, using the organization's performance management systems to improve personal performance.
Explain the local action plan, to support team members in their understanding of what needs to be done, and how this relates to the broader business plan and the organization's strategy, mission, and vision; motivate people to achieve local business goals
Manage and report on team performance; set appropriate performance objectives for direct reports, taking appropriate corrective action where necessary to ensure the achievement of team/personal objectives
Manage the processing and financial reconciliation of a complex payroll, ensuring accurate and timely processing of all regular and one-off payments and the implementation of compensation review
Manage workstreams or small projects within a transformational change program, ensuring integration with related projects; use structured change management methodologies to build acceptance of change and embed desired culture and behaviors
Provide training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential
Represent the organization in a single professional forum like job fairs in order to promote the company brand. May involve preparation of presentations and materials for professional partnering meetings, seminars, and conferences
Resolve queries from internal or external customers or suppliers by providing information on complex processes and the related policies, referring issues to others where necessary for interpretation of policy
Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions to build their capabilities.
Work on attracting, shortlisting, selecting, and appointing suitable candidates for mid-level jobs (either permanent or temporary) within an organization. Ensure the hiring and onboarding of new employees to the organization
Work within established procedures to achieve specified goals

Education

Bachelor Degree in Human Resources or Equivalent is prefrable

Required Qualifications & Skills

Minimum Experience:

5+ years of progressive HR experience, including exposure to recruitment, employee relations, performance management, and HR operations.
At least 2 years in a generalist or standalone HR role is highly recommended in a small or medium-sized business (SME) context.
Experience with HR systems, local labor law, and cross-functional collaboration is essential.

Professional Certifications (Preferred but not required)

CIPD Level 5 or 7 (UK/International)
SHRM-CP or SHRM-SCP (USA/Global)
HRCI PHR or SPHR

Local HR certifications (based on country labor laws and best practices)

Core Function Required skills:

Resourcing & Workforce Planning – Attracts and plans for the right talent to meet current and future business needs.
Recruitment & Selection – Manages end-to-end hiring processes to ensure timely and quality talent acquisition.
Compensation & Benefits – Designs fair, cost-effective reward systems aligned with business goals.
Performance Management – Implements tools and processes to assess, guide, and enhance employee performance.
Learning & Development – Identifies development needs and delivers impactful training initiatives.
HR Compliance & Policy – Interprets and applies labor laws and company policies to ensure legal compliance.
HR Systems & Tools – Utilizes HRIS and related tools to streamline HR operations and maintain data integrity.
HR Administration – Maintains accurate employee records, contracts, and administrative documentation.
Management Accounting – Interprets financial data to inform HR decisions and resource allocations.

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