General Manager - Talent Development and Sourcing

Oman Investment Authority

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- -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