Chief People & Culture Officer

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. 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