Job title | Snr/ Specialist Workforce Planning, OD, JD & JE. | Grade | |
Stream | Commercial & Downstream - RPI | Function | PTC - People – Talent Attraction – Workforce Planning OD, JD & JE |
Location | Oman – Suhar / Muscat | Budget control | *OPEX and/or CAPEX and/or Revenue amount as relevant* |
Reporting to | Section Lead, Workforce Planning OD, JD & JE | Direct reports | 0 |
Job purpose Provides robust support while executing Annual Workforce Planning, Organizational Design (OD), Job Descriptions (JD) & Job Evaluation (JE) initiatives, at RPI - PTC – People function, under Section Lead, Workforce Planning OD, JD & JE, acting as team player for the assigned RPI function(s) by implementing Annual Cycle Workforce Planning tasks, updating Organizational Design structures, executing Sap related changes, and creating / updating Job Description / Job Evaluations, through; (1) Conduct workforce Planning for manpower establishment for the assigned functions at RPI OMT and Non-OMT (including annual manpower forecasts, collating and completing job succession tables/charts, preparing and maintaining vacancy lists, verifying all forms of manpower movements to ensure compliance with approved establishment), (2) Update organizational structure (organograms) as per any organizational changes and OD principles, (3) Drive and update the establishment (roles) in ERP system, aligned to approved RPI functional structures (titles, location, reporting line, delegations, occupant) in adherence to PTC principles & OD Framework, in order to maintain in perfect consistency and rationale the organization design with the staff, including the record of changes (Title change, transfers, etc. ) in the ERP system , and (4) Execute Job Descriptions & Job evaluations end to end cycle for the assigned functions / roles at the RPI organization; in order to support PTC with establishment that really ensure the continuity and efficiency of the business. The position will act in accordance with the Group’s Mission, Vision, Values & Strategies, as well as, policies, guidelines, and international standards, supported by IT Technology platform, HSE standards, & other legal justifications, and best international practices in consonance with national’s objectives. |
Main tasks and responsibilities Scope | - Annual Workforce Planning & Reporting
- Master Structures
- OD & Changes (ERP - SAP):
- Job Description (JD)
- Job Evaluation (JE)
|
Accountabilities: Annual Workforce Planning & Reporting | - Execute assigned tasks for workforce / gap analyses and assessments to identify gap reduction strategies as per Annual Planning program and methodologies (Cumulative / Zero base)
- Execute OD reports for the assigned functions (monthly, Quarter, Annual) including total establishment (manning plan diversify per function, age, gender, etc.), Status of changes in Organizational structure, OD – ERP system changes during the month, JD creation / approval/ Evaluation during the month, etc.
| Master Structures | - Update Master structures in collaboration with designed stakeholder
| OD & Changes (ERP - SAP): | - Design Organizational Structures (update / modifications or blueprinting) for the assigned functions including creation of new departments, merger of departments or units, swapping, etc.
- Implement Organizational design methodology to create / update structure ensuring alignment with OQ - OD framework & principles.
- Execute in ERP, job / establishment / position creation, internal movements, promotion, replacement requisitions, finalization of annual staffing plan.
| Job Description (JD) | - Prepare / updated Job descriptions for the assigned functions of the RPI organization including top executive and Individual contributor roles for all levels of the organization.
- Ensure the consistencies of JDs avoiding unnecessary duplications, gaps in roles, processes, etc., in line with JD methodology.
- Ensure each JD is approved after its creation / update as per the process.
- Maintain update RPI JD Library as per organizational changes, JD scope of work changes, title frame changes, reporting line changes, modification of processes and main accountabilities in JDs, ensuring all JDs are approved (sign off) and accessible for further requirements.
- Support Talent Hunting, Talent Elevator, Industrial Relations, OIA / Government request, QHSSE - ISO – internal / external Audits, leadership team, and general OQ community by providing the required Job Descriptions for further purposes.
| Job Evaluation (JE) | - Conduct job evaluation exercise of all roles at RPI (excluding top executives), by implementing OQ- Job Evaluation tool / methodology, in order to maintain updated the RPI roles with the accurate Job Evaluation grades in alignment and consistency with OQ Corporate title frame / grading system Framework, OQ OD principles, and practices.
- Ensure Job Evaluation include the most adequate / aligned role title / adjusted with the specific grade.
- Keep updated all the Job Evaluation matrix (grades) for the assigned functions.
- Determine inconsistencies in grading / titles assigned at RPI roles, in alignment with OQ Corporate grading framework and best practices.
|
|
Key interactions Internal: PTC (RPI– Corporate), RPI functions External: 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 bachelor’s degree in HR or similar.
- Job Description / Job Evaluation certification (required)
|
Language requirements | Excellent knowledge of written, read, and spoken English (required). |
Background and experience | Competencies and skills |
- Omani national
- Specialist 5-8 years of relevant experience
- Snr. Specialist 8+ years of relevant experience
- Demonstrated experience in the Oil & Energy sector, with emphasis in Downstream (refinery and petrochemical)
- Experience in reading and analyse benchmarking activities Demonstrated experience in PTC areas.
- Demonstrated experience in Organizational Design processes / sub-processes including:
- Blueprinting
- Organizational design creation/ modifications
- Master structures relevant tools (Visio, etc.)
- Organization Design principles and ratios
- Workforce Planning methods (cumulative, zero base),
- Establishment
- ERP transactions (establishment),
- Job Descriptions methodology, (ex. Hay/Mercer)
- Job Evaluation methodology and associated software (Hay/ Mercer).
| Soft: - Detailed oriented with an initiative-taker attitude.
- Excellent Organization and time management
- Excellent writer (technical and non-technical)
- Result oriented.
Technical: - Strong computer skills, including proficiency in Microsoft Word, Excel, Vision, and PowerPoint and SAP
- Knowledge of ERP establishment.
- Knowledge of Oil & Energy main processes, organizations, (for OMT and support areas
- Knowledge of workforce Planning methodologies (cumulative, zero base), / related systems.
- Knowledge of Organizational design methods, principles, and processes
- Knowledge of Job descriptions / Job Evaluation methods, procedures in a corporate environment (HAY / Mercer).
- Highly knowledge Organizational design principles
- Knowledge of establishment,
- Knowledge of ERP transactions (establishment), rules and regulations
- Knowledge writing technical and non- technical suing JD methodology.
- Knowledge and experience using Workforce Planning software’s.
|
