Role Purpose

To design and lead Omantel’s People Intelligence ecosystem by establishing robust analytics frameworks, governance models, and insight capabilities that enable data-driven decision-making, predictive workforce planning, and measurable impact across all people-related initiatives.

Position Information

Unit: People
Division: People Strategy & Culture
Location: Muscat
Grade: L2
Line Manager: General Manager People Strategy & Culture
Minimum role requirements:
Bachelor in relevant discipline
Internal: 6 years of relevant experience with at least 3 years in a management position
External: 8 years of relevant experience with at least 3 years in a management position

Key Accountabilities

Establish the corporate people analytics framework aligned with Omantel’s People Strategy and business priorities.
Define key workforce metrics, indicators, and measurement standards across the organization.
Develop analytical capabilities that support strategic workforce planning and organizational decision-making.
Promote data-driven decision practices within the People function and across leadership teams.
Develop corporate workforce intelligence dashboards that provide visibility on workforce composition, productivity, and cost efficiency.
Monitor key workforce indicators such as headcount trends, capability distribution, mobility patterns, and attrition signals.
Translate workforce data into strategic insights and actionable recommendations for leadership.
Support executive decision-making through evidence-based workforce analysis.
Develop predictive models to anticipate workforce risks, talent shortages, and capability gaps.
Analyze workforce scenarios linked to business transformation, digital capability shifts, and organizational restructuring.
Identify future capability requirements through trend analysis and market intelligence.
Provide predictive insights that support long-term workforce planning and talent strategy.
Establish governance frameworks for workforce data management and reporting standards.
Ensure consistency and integrity of people data across HR systems and reporting platforms.
Collaborate with HR systems and digital teams to strengthen people data architecture.
Maintain compliance with internal governance and regulatory data standards.
Provide analytical support to CXOs and senior leadership on workforce-related strategic decisions.
Develop analytical reports that assess workforce impact of business initiatives, structural changes, and transformation programs.
Translate complex data into clear executive insights and planning recommendations.
Support the evaluation of strategic people initiatives through structured measurement frameworks.
Monitor workforce impact of major transformation initiatives and organizational changes.
Provide insights on productivity, organizational efficiency, and workforce utilization.
Identify improvement opportunities through data-driven organizational diagnostics.
Support culture, capability, and workforce strategy initiatives with analytical insights.

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

For details of Core competencies and relevant Professional and Cross-Functional competencies, please refer to Omantel’s Competency Framework

Omantel

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Senior Manager, People Intelligence