Job title | VP of People & Culture | Grade | |
Asset | OQEP- P,T&C | Function | P,T&C |
Location | Oman – Muscat | Budget control | *OPEX and/or CAPEX and/or Revenue amount as relevant* |
Reporting to | Chief Executive PT&C | Direct reports | 2: - Head of People
- Head of Corporate Support Service
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Job purpose Under the general direction of the Chief Executive PT&C, the VP of People & Culture acts as single point of accountability and owner of People & Culture standards at OQEP, by leading and connecting the People & Culture function with the main functions and business Units. Leads the People, Corporate Support Service & Culture agenda while providing advice and guidance to corporate functions on People & Culture strategic priorities, plans, driving the agenda of Talent Management Framework and maturity targets of the Function. At Strategic Business Units level, the VP acts as integrator with Chief Executive PT&C to ensure People, Corporate Support Service & Culture agenda are met. The position will act in accordance with the Group’s Mission, Vision, Values & Strategies, as well as, policies, guidelines and standards, supported by an IT Technology platform, HSE standards, Omani’s government & other legal justifications, and best international practices in consonance with national objectives. |
Main tasks and responsibilities People & Culture Strategy Formulation, Direction & Innovation - Lead the definition of OQEP strategy and Polices
- Builds strategic directions for the Integrated Talent Management (ITM)
- Drives strategic interlinkages in a Business – People formula, with focus on both, corporate business results and People’s improvements (strategic, functional and operational level)
- Define and build comprehensive People metrics and dashboards by consolidating the demands and requirements from different People business functions into a unified OQEP People business plan and create a balanced scorecard with performance indicators to measure success in support of OQEP’s strategic objectives.
- Research Areas for innovation, and continuous improvement, in line with OQEP Culture “Perform, Collaborate and care”
- Main interface of People agenda with respective stakeholders in Oman Investment Authority (OIA)
As CoE (People discipline and service’s Portfolio): Oversees and approves the following processes: Talent Management | - Talents Acquisition strategies and execution
- Organization design and workforce planning to meet business growth
- Succession planning to ensure business sustainability
- Capabilities Development to meet short- and long-term business needs
- Employees’ performance to meet business goals
- Career progression to give room for people to grow along with business
| Corporate Support Services | - Corporate travel and fleet management
- Corporate facility management
- Contract holder for relevant contracts (post award contract management)
- Government services for corporate core
- Business Center for corporate
| Total Rewards & HRIS | - HR systems
- Payroll
- Rewards & policies
- Employees Related Costs (ERC)
- HR projects
| Employee & Industrial Relations | - ER/IR Policies
- Stakeholder management
- Wellbeing initiatives
- EVP
| Culture | - Define and set up corporate KPIs to ensure OQEP Culture health
- Leading and reporting culture initiatives and improvements plans
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Key interactions Internal: Executive Leadership Team PTC, Functions, Assets (Oman and International) External: Oman Investment Authority (OIA), Ministry of Labor (MOL), Ministry of Energy and Minerals (MEM), Staffing specialized Contractors, Vendors & Suppliers |
Notable Working Conditions. Office environment, intensive computer screen use, sporadic visits to operation site. |
Education requirements | Minimum Qualifications for this position are a bachelor’s degree in any related field to the industry. |
Languages | Arabic Language Fluency Excellent knowledge of written, read, and spoken English |
Background and experience | Competencies and skills |
- 14+ years of relevant experience.
- 5 years of experience in a leadership role.
- Progressive working experience in Human Resources matters preferably in Energy sector, including but not limited to the following services: Stakeholders Management/ ER-IR services, Talent Acquisitions, Talent Management, and Support Services.
| Soft Competencies: - People’s management skills
- Customer-focused in planning and defining quality of services and establishing priorities
- Strong interpersonal, analytical, communication, presentation, coaching, and influencing skills
- Forward and strategic thinking
- Establishing effective partnerships in the assigned areas
- Resilient when facing resistance to change.
Technical: - Very good knowledge in using PC software.
- Excellent business and technical report writing skills
- Sound understanding of People processes
- Change agent with strong credibility in People matters, hence influence in the organization.
- Strong facilitation skills aiming at teamwork and team building
- Project management skills.
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