General Manager - Talent Development and Sourcing - مدير عام تطوير المواهب والتوظيف (Two Years Secondment Assignment)

JOB DESCRIPTION
POSITION TITLE: General Manager - Talent Development and Sourcing - مدير عام تطوير المواهب والتوظيف (Two Years Secondment Assignment)
REF/IND: HRD
DEPARTMENT/FUNCTION: HR
LOCATION: Muscat
ROLE PURPOSE JOB DIMENSIONS
Champion and facilitate strategic initiatives across resourcing, learning and development (L&D), talent management, and performance management to ensure the organization attracts, develops and optimally utilizes talent to drive business success and foster a high-performance culture by spearheading comprehensive resourcing strategies, implementing L&D programs, executing effectivetalent management practices, and refining performance management processes in aligning talent with organizational goals, fostering employee growth and engagement.

ROLES AND RESPONSIBILITIES
MANAGERIAL RESPONSIBILITIES

• Drive seamless communication between the leadership and the team members to ensure smooth flow of information and timely decision making
• Conduct regular checks in with team members for alignment on expectations, assessing performance against set goals, provide feedback for continuous improvement and ensure Individual Development Plans are in place for team members to perform their job effectively
• Guide and support team members on all operational and functional matters and resolve any doubts/concerns/grievances they have
• Devote time to train team members on new ways of working, developing new competencies, and upskilling to drive performance and productivity
• Ensure availability of planned manpower – initiating hiring well in advance to prevent any shortage of skilled personnel and evaluate and recommend candidates for vacant positions in the team
• Mentor and guide team members to drive superlative performance and encourage them to make the most of learning and development, career development, secondment, and promotional (step-up) avenues
• Provide thought leadership and final decisions on all matters related to Talent

Management FUNCTIONAL RESPONSIBILITIES

Recruitment & Resourcing Strategy:
• Support team to develop talent recruitment strategy and plans aligned to workforce plans, defining sources (universities, competitors, etc.) and channels (head-hunters, website, etc) and accompanying criteria (nationality, critical skills, etc.)
• Oversee the implementation of the annual resourcing strategy and validate if it is in alignment with the overall OLNG corporate objectives and recruiting target based on the workforce plan
• Guide the team on strategizing for diversity and inclusion in the talent acquisition process, hiring 3rd party employees/direct contract employees vs full time employee, cost optimization techniques, and developing corporate talent attraction strategy for graduates and experienced professionals
• Identify best practices for attracting and selecting high quality talent from the market by analysing market data and networking with joint venture companies & local organisations
• Liaise with educational institutes, external recruiters, and advertisers to establish employer brand in the labour market
• Ensure development of a robust Internal Job Posting (IJP) strategy Budgeting for the Department:
• Oversee and approve expenditure for the department and ensure costs are within the approved budget
• Lead the approval process for any deviations in budget from the senior management with reasons for the said deviations
• Develop and secure approval for the annual L&D budget, and effectively manage its allocation and utilization
Talent Management:
• Work closely with the management and division head to develop a talent management framework (including succession planning, secondment management, performance management etc) in line with business objectives
• Oversee the execution of corporate talent processes across the different business functions

Talent Development:
• Measure the progress and health of the succession pipeline, including the identification, development, and readiness of potential successors for key roles
• Oversee the secondment process and coordinate the execution of cross postings as per organizational requirements
• Increase secondment opportunities through identifying potential for MoUs with new organisations, locally and internationally L&D Programs – Design, Delivery, and Leadership:
• Ensure company-wide Learning and Development (L&D) strategy is in alignment with OLNG's overall strategy
• Liaise with the key internal stakeholders to understand the overall L&D requirements and challenges that arise with the same
• Review the benchmarks on learning & development frameworks in order to address the capability development requirements as per OLNG L&D strategy
• Ensure a well-rounded competency framework is available in compliance with business objectives
• Monitor learning and development interventions deployed to close identified skill and competency gaps for OLNG staff
• Oversee the delivery of OLNG learning and development schemes
(Scholarship, graduate, technical development program, and leadership)

• Propagate the use of action learning and development technologies in order to create an enabling learning environment for employees
• Ensure that L&D team has a mechanism to track and assess the effectiveness and efficiency of L&D solutions vis-à-vis their impact on business and personal growth
• Evaluate the return on investment of learning and development programs
• Oversee delivery of e-learnings
• Oversee the execution and processes of OLNG Scholarship and Sponsorship Scheme

Advisory and Continuous Improvement:

• Advise managers and staff on talent management matters and answer queries on such matters to ensure a high level of understanding of the company's policies, programs, and procedures

• Identify opportunities for continuous improvement of systems, processes, and practices of the Talent Management team, considering international leading practices

EDUCATION
• Graduate Degree in Human Resources or related fields (REQUIRED)

Experience Required:
• 12 years of experience in HR

Experience Desired:
• Experience in Recruitment and Talent, Learning, and Development processes
• Experience in the Chemical/Oil & Gas industry

WORKING CONDITIONS
Normal Work Schedule, Occasional travel to Sur