Chief People & Culture Officer

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Responsibilities

• People & Culture Strategy and Executive Leadership Define, develop, and implement OETC's enterprise-wide People & Culture strategy in alignment with corporate objectives, business priorities, and long-term organizational requirements
• Provide executive leadership and strategic direction across Human Resources, Administration Services, and Corporate Communications & Identity
• Establish and maintain enterprise-wide People & Culture policies, frameworks, standards, and governance principles to ensure consistency and organizational effectiveness
• Serve as a trusted strategic advisor to the Board of Directors, CEO, and Executive Management on workforce planning, leadership effectiveness, organizational culture, and people-related strategic matters
• Ensure People & Culture strategies contribute measurable value through improved workforce productivity, organizational capability, employee engagement, and operational efficiency
• Align People & Culture initiatives with national workforce priorities, including Omanisation, capability development, leadership readiness, and employment sustainability
• Drive the integration of People & Culture priorities into OETC's corporate business planning and strategic decision-making processes
• Organizational Culture, Values & Employee Experience Define and sponsor OETC's organizational culture and values framework, ensuring alignment with corporate objectives, leadership behaviours, and performance expectations
• Champion a high-performance culture that promotes accountability, collaboration, innovation, ethical conduct, and continuous improvement
• Establish and oversee culture health indicators, employee engagement surveys, and organizational culture performance measures
• Sponsor initiatives that enhance employee wellbeing, engagement, inclusion, and overall workplace experience
• Ensure consistent application of organizational values and desired leadership behaviours across all business functions
• Promote an engaging, productive, and supportive working environment that strengthens employee commitment and retention
• Monitor organizational culture trends and recommend strategic interventions to address emerging workforce and engagement challenges
• Human Resources Strategy, Governance & Oversight: Provide executive oversight of OETC's Human Resources strategies, policies, procedures, and operational practices to ensure alignment with corporate objectives and regulatory requirements
• Ensure compliance with Oman Labour Law, OIA policies and frameworks, shareholder requirements, and applicable employment regulations
• Sponsor and govern an integrated Human Resources Management framework covering talent acquisition, workforce planning, employee relations, performance management, rewards, and employee lifecycle management
• Oversee recruitment and appointment governance for senior leadership, critical technical positions, and strategically important workforce requirements
• Ensure effective HR service delivery through standardized processes, clear accountability, appropriate internal controls, and continuous improvement
• Oversee the development and implementation of competitive, equitable, and sustainable compensation and benefits frameworks
• Ensure effective management of employee relations, grievances, disciplinary matters, and workforce-related risks in accordance with approved policies
• Promote HR digitalization, automation, and process optimization to improve service efficiency, employee experience, and data accuracy
• Strategic Workforce Planning, Talent & Capability Development: Lead the development and implementation of strategic workforce planning frameworks to ensure the availability of appropriate workforce capacity and capabilities
• Oversee workforce demand forecasting, manpower planning, organizational rightsizing, and resource optimization in alignment with business requirements
• Sponsor enterprise-wide talent management, succession planning, and leadership pipeline development frameworks
• Ensure identification and development of critical technical and leadership capabilities required to support OETC's future operations and strategic transformation
• Oversee the development of learning and development strategies, leadership development programmes, and professional competency frameworks
• Promote structured knowledge transfer, technical capability development, and succession readiness for business-critical positions
• Ensure effective implementation of Omanisation strategies and national talent development initiatives
• Monitor workforce capability gaps, succession risks, and talent retention challenges, and ensure appropriate mitigation plans are implemented
• Organizational Design, Effectiveness & Transformation Provide executive leadership over organizational design, restructuring, and workforce transformation initiatives to enhance organizational effectiveness and operational efficiency
• Ensure organizational structures, reporting relationships, roles, and accountabilities are aligned with OETC's strategic objectives and operating model
• Oversee the development and governance of job descriptions, job evaluation frameworks, organizational grading, and position management processes
• Sponsor organizational change management initiatives, ensuring effective stakeholder engagement, communication, and workforce readiness
• Assess the impact of organizational changes on workforce capacity, employee engagement, productivity, and business continuity
• Promote organizational agility, process simplification, and continuous improvement across the company
• Provide strategic advice to Executive Management on organizational effectiveness, workforce optimization, and transformation-related people risks

Desired Candidate Profile

Minimum Qualifications Bachelor's degree in human resources management, Business Administration, Management, Organizational Development, or a related discipline Master's degree in human resources management, Business Administration (MBA), Organizational Leadership, or a related discipline Preferred. Professional Experience Minimum 13 years of relevant professional experience in Human Resources, People & Culture, organizational development, or related leadership functions Minimum 6 years in senior management or executive leadership positions