Senior Manager, Strategic Workforce Planning

Role Purpose:

Developing and articulating strategies to align Omantel's workforce planning, total reward, and talent management with organizational objectives. Collaboration with leadership ensures alignment with corporate strategies and anticipation of future talent needs. Cultivating partnerships, advocating initiatives, and mitigating risks drive organizational effectiveness. Establishing performance metrics ensures resilience and continuous improvement of the talent pipeline.

Position Information

Title: Senior Manager, Strategic Workforce Planning

• Unit: People
• Division: People Strategy
• Location: Muscat
• Line Manager: General Manager, People Strategy

Minimum role requirements:

• Bachelor degree in relevant discipline 
• 8 years of relevant experience with at least 3 years in a management position 

Key Accountabilities

• Develop and articulate the overarching strategic direction for workforce planning, total reward, and talent management initiatives. This involves understanding the organization's mission, vision, and objectives and translating them into actionable workforce strategies.
• Ensure that workforce planning strategies align closely with the broader corporate strategy and objectives. This may involve collaborating with executive leadership to understand business priorities and identifying how the workforce can support and drive the achievement of those goals.
• Conduct thorough research and analysis of internal and external factors influencing workforce trends, such as demographic shifts, technological advancements, and industry dynamics. Use data-driven insights to anticipate future talent needs and develop proactive strategies to address them.
• Cultivate strategic partnerships with external stakeholders, such as industry associations, academic institutions, and consulting firms, to stay informed about best practices and emerging trends in workforce planning and talent management. Leverage these partnerships to access expertise and resources that can inform strategic decision-making.
• Serve as a vocal advocate for workforce planning and talent management initiatives within the organization, effectively communicating the importance of these strategies to senior leadership, board members, and other key stakeholders. Build consensus and garner support for strategic priorities through compelling presentations and persuasive arguments.
• Identify potential risks and challenges associated with workforce planning and talent management strategies, such as skills shortages, succession gaps, or regulatory compliance issues. Develop contingency plans and mitigation strategies to address these risks and ensure the resilience of the organization's talent pipeline.
• Establish key performance indicators (KPIs) and metrics to measure the effectiveness of workforce planning and talent management efforts. Regularly monitor and evaluate performance against these metrics, adjusting strategies and priorities as needed to drive continuous improvement.

Key Competencies

Leadership

• Assertiveness and Conflict Resolution
• Fostering Learning and Development
• Inspiring and Leading Others
• Leading Change and Cultivates Innovation
• Visioning and Alignment

Behavioural

• Drives Achievements
• Ethics & Compliance 
• Timely Decision - Making

Technical

• Manpower Planning
• Organisation Design
• Talent Management Design