Why HR in Nigeria Must Start Planning Like There is a War—Even When There is none

By Frank Ofili

The ongoing tensions in the Gulf region are a stark reminder that in today’s world, conflict is never far away.

For Nigerian businesses, the impact is immediate and real:
• Jet fuel and PMS (fuel) prices spike
• Supply chains tighten
• Expatriates get stranded
• Cost of operations rises sharply

My firm is currently experiencing all four scenarios. I shared a post recently on how a critical expatriate we hired could not resume duty due to airspace disruptions. That is not an isolated issue—it is the new normal.

So, what should HR leaders in Nigeria be doing differently?

1, Build a War-Ready Workforce Strategy
Identify mission-critical roles and create backups. Cross-train aggressively.

2, Rethink Mobility and Expatriate Planning
Have contingency plans for delayed arrivals, remote onboarding, and role localization.

3, Adjust Compensation Dynamically
Inflation is no longer seasonal—it is event-driven. Build flexible salary adjustment mechanisms tied to economic triggers.

4, Prioritize Employee Well-being
Rising transport costs and uncertainty are silently eroding morale. HR managers must respond with empathy and tangible support.

5, Strengthen Crisis Communication
Silence breeds panic. Employees need clarity, even when the message is “we are still assessing.”

6, Partner with organizational leaders on Scenario Planning
HR must move from support function to strategic advisor.

The truth is this: You do not need to be in a war zone to feel the effects of war.
In Nigeria, HR leaders must now operate with a global risk mindset.
Because the next disruption will not give you time to prepare.