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
