Chief People & Culture Officer

Job Content:

The Chief People & Culture Officer is the single point of accountability for the organization’s People, Culture, and Corporate Identity standards, responsible for shaping and embedding a high-performance, values-driven culture that enables delivery of OETC’s business strategy.

The role provides executive leadership and governance over Human Resources, Administration Services, and Communication departments, ensuring an integrated, people-centric operating model that strengthens workforce capability, leadership depth, employee engagement, corporate reputation, and operational effectiveness, while maintaining strong governance, regulatory compliance, and alignment with shareholder expectations.

Duties and 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.

Administration Services Governance & Workplace Management

• Provide strategic oversight of OETC's Administration Services, ensuring efficient, reliable, and cost-effective delivery of corporate support services.
• Oversee facilities management, workplace services, corporate assets, fleet management, administrative contracts, and related vendor services.
• Ensure administrative services are delivered through effective governance frameworks, service standards, and performance monitoring mechanisms.
• Promote a safe, productive, and efficient workplace environment that supports employee wellbeing and operational requirements.
• Oversee the development and implementation of administrative service improvement initiatives and workplace optimization programmes.
• Ensure effective management of administrative expenditure, contractual obligations, and service provider performance.
• Review and endorse major administrative investment proposals and business cases within the applicable delegation of authority.
• Ensure business continuity arrangements and appropriate risk management practices are maintained across administrative services.

Corporate Communications, Identity & Employee Engagement

• Define and oversee OETC's corporate communications and identity strategy, ensuring alignment with corporate objectives, organizational values, and stakeholder expectations.
• Provide executive leadership over internal and external communications, corporate branding, corporate identity, and reputation management.
• Ensure effective communication channels and employee engagement platforms are established to promote transparency, organizational alignment, and employee awareness.
• Sponsor strategic change communication initiatives to support organizational transformation and major corporate developments.
• Oversee corporate communication governance, including media relations, public announcements, and crisis communication frameworks.
• Ensure consistent application of OETC's corporate identity and communication standards across the organization.
• Provide executive sponsorship of sustainability, corporate social responsibility, and community engagement initiatives within the function's approved mandate.
• Strengthen OETC's employer brand and corporate reputation through effective stakeholder engagement and communication strategies.

Financial Planning, Budget & Resource Management

• Lead the preparation, management, and monitoring of the People & Culture Unit's operating and capital budgets in alignment with approved corporate business plans.
• Ensure effective financial planning, cost control, and optimal utilization of resources across Human Resources, Administration Services, and Corporate Communications & Identity.
• Oversee workforce cost planning, manpower budgets, employee benefits expenditure, and other people-related financial commitments.
• Ensure People & Culture investments are supported by appropriate business cases, cost-benefit analysis, and measurable organizational value.
• Monitor financial performance against approved budgets and implement corrective measures where required.
• Promote financial discipline, cost transparency, and sustainable resource allocation across all People & Culture functions.
• Provide strategic input into corporate budgeting, regulatory price control submissions, and long-term workforce expenditure forecasts.

Governance, Regulatory Compliance & Risk Management

• Establish and maintain effective governance, internal control, and risk management frameworks across all People & Culture functions.
• Ensure compliance with Oman Labour Law, shareholder directives, applicable regulatory requirements, and OETC's approved policies and procedures.
• Oversee the identification, assessment, and mitigation of strategic people risks, including critical workforce shortages, succession gaps, talent retention, employee relations, and organizational capability risks.
• Ensure appropriate governance over recruitment, compensation, promotions, employee movements, and other HR-related decisions.
• Oversee the timely resolution of internal and external audit findings relating to People & Culture activities.
• Ensure effective management of confidential employee information and compliance with applicable data protection and information security requirements.
• Provide executive oversight of workforce-related regulatory commitments and ensure appropriate reporting and corrective actions.
• Maintain effective coordination with Legal, Risk Management, Compliance, Internal Audit, and other relevant functions.

People Analytics, Performance Management & Continuous Improvement

• Establish and oversee enterprise-wide People & Culture performance indicators and management reporting frameworks.
• Ensure the availability of reliable workforce analytics, dashboards, and management information to support evidence-based decision-making.
• Monitor key workforce indicators, including headcount, Omanisation, turnover, retention, recruitment effectiveness, employee engagement, workforce productivity, and succession readiness.
• Sponsor digital HR transformation initiatives and the adoption of technology-enabled people management solutions.
• Drive continuous improvement in HR processes, administrative services, and communication practices to enhance operational efficiency and employee experience.
• Ensure People & Culture performance is regularly reviewed against approved objectives, service standards, and strategic priorities.
• Provide periodic performance reports and strategic recommendations to the CEO, Executive Management, and Board of Directors, as required.

Stakeholder, Shareholder & Regulatory Engagement

• Represent OETC on People & Culture matters with shareholders, regulatory authorities, government entities, and other strategic stakeholders, as delegated by the CEO.
• Maintain effective relationships with OIA, Nama Holding, the Ministry of Labour, and other relevant government and regulatory entities.
• Ensure People & Culture policies and strategies reflect applicable shareholder expectations, national workforce priorities, and OETC's operational requirements.
• Provide strategic input and recommendations on workforce-related regulatory submissions, employment initiatives, and national talent development programmes.
• Collaborate with Executive Management to ensure people strategies effectively support the requirements of Operations, Projects, Technology, Finance, and other business functions.
• Balance business performance objectives with national workforce development, Omanisation, and organizational sustainability commitments.
• Promote OETC's reputation as a responsible employer and a contributor to national human capital development.

Leadership, People Management & Organizational Capability

• Build, lead, and develop a high-performing People & Culture leadership team with clear responsibilities, accountability, and performance expectations.
• Establish effective leadership development, succession planning, and capability-building initiatives across the People & Culture Unit.
• Promote collaboration, knowledge sharing, and cross-functional coordination to ensure integrated service delivery.
• Ensure effective performance management, coaching, mentoring, and professional development of direct reports and subordinate teams.
• Foster a culture of accountability, ethical conduct, innovation, employee wellbeing, and continuous improvement.
• Champion leadership behaviours that support organizational transformation, employee engagement, and business performance.
• Ensure adequate staffing, competencies, and resources are available to deliver People & Culture objectives.

Executive Reporting & Strategic Advisory

• Provide strategic advice and recommendations to the CEO, Board of Directors, and Executive Management on workforce sustainability, organizational effectiveness, culture, and leadership matters.
• Prepare and present executive reports, strategic proposals, and management recommendations relating to People & Culture priorities.
• Report on strategic workforce risks, organizational transformation progress, leadership succession, employee engagement, and other critical people-related matters.
• Support Board and relevant committee discussions on workforce strategy, senior leadership appointments, organizational design, and human capital governance.
• Ensure timely and accurate reporting of People & Culture performance, regulatory commitments, and strategic initiatives.
• Provide executive-level recommendations to support organizational decision-making and long-term business sustainability.

Other Requirements

• Knowledge and Understanding of the Asset Management, HSE Management, Information Security Management, Quality Management and Business Continuity Management Systems requirements according to ISO 55001, ISO 14001, ISO 45001, ISO 27001, ISO 9001 and ISO 22301 standards to carry out the assigned duties as per the roles and responsibilities matrix.

Requirements

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