Expert-Talent Management

We currently have an opportunity for an Expert-Talent Management role. This position is based in Oman.

Looking for Omani national.

Position Title: Expert-Talent Management

Required: Experience: 10 years

Education: Bachelor’s Degree in HR, Business Administration, or equivalent

Section: Talent Management

Mobilization Date: Immediately

Contract Duration:2 years

Nationality: Omani

Working Hours / Working Days: 45 Hours(weekly)- 9 Hours Daily including 1 hour’s lunch time

Leave Days: Annual Leave (30 Calendar Days)

Role Purpose

To design, govern, and continuously enhance enterprise-wide Talent Management frameworks that ensure leadership continuity, national workforce readiness, high performance, and sustainable capability development aligned with business strategy, localization targets, and organizational values.

Minimum Requirements

Succession Planning

Scope

Establish and govern an integrated succession planning framework for critical, leadership, and technically scarce roles.

Ensure continuity of operations and leadership readiness through structured pipelines.

Key Responsibilities

Identify critical positions and succession risk levels in collaboration with business leaders.

Develop and maintain succession plans (Ready Now / Ready Soon / Ready Later).

Facilitate Talent Review and Calibration sessions with senior leadership.

Integrate succession outcomes with development plans, mobility, and workforce planning.

Monitor bench strength, successor readiness, and vacancy risk.

Prepare succession dashboards and reports for Talent Committees.

Localization (Omanization / Nationalization) Plan

Scope

Design and govern strategic localization plans aligned with national regulations and corporate targets.

Key Responsibilities

Develop short-, medium-, and long-term localization roadmaps by function and role.

Identify localization-critical roles and capability gaps.

Align recruitment, development, and succession initiatives to localization priorities.

Track localization KPIs and compliance with regulatory requirements.

Provide data-driven recommendations to leadership on localization risks and mitigation plans.

Coordinate with external stakeholders where required (regulators, group entities).

Annual Employee Performance Management

Scope

Ensure a fair, consistent, and performance-driven culture through effective performance management governance.

Key Responsibilities

Govern the annual performance management cycle (goal setting, mid-year review, year-end evaluation).

Ensure alignment between individual goals and organizational strategy.

Facilitate calibration sessions to ensure equity and consistency.

Analyze performance trends and identify high performers, under-performance, and talent risks.

Link performance outcomes with rewards, development, and career decisions.

Provide insights and recommendations to improve performance effectiveness.

Career Management

Scope

Enable transparent and structured career pathways that support internal mobility and employee engagement.

Key Responsibilities

Design and maintain career frameworks and progression paths.

Define job families, career streams, and progression criteria.

Support internal mobility, job rotations, and career transitions.

Advise employees and managers on career planning and development options.

Align career management with succession and development frameworks.

Promote a culture of self-driven career ownership.

Talent Data Analysis & Workforce Insights

Scope

Provide actionable talent insights through advanced data analysis and reporting.

Key Responsibilities

Develop and maintain talent dashboards and analytics (succession, performance, development, localization).

Analyze trends, risks, and gaps in talent pipelines.

Support data-driven decision-making for leadership and Talent Committees.

Ensure data accuracy, integrity, and governance.

Prepare executive reports, scorecards, and strategic insights.

Support audits, compliance reviews, and governance reporting.

Talent Management Strategy

Scope

Define and execute a holistic Talent Management strategy aligned with corporate and business objectives.

Key Responsibilities

Develop multi-year Talent Management strategy and roadmap.

Align talent initiatives with business growth, transformation, and workforce planning.

Ensure integration across recruitment, performance, development, and succession.

Benchmark practices against industry best practices.

Lead continuous improvement of talent frameworks and policies.

Act as a subject-matter expert and advisor to senior leadership.

Employee Development Planning

Scope

Ensure systematic capability development to meet current and future business needs.

Key Responsibilities

Design and govern Individual Development Plan (IDP) frameworks.

Align development plans with performance outcomes and succession needs.

Identify learning priorities and development interventions (technical, leadership, behavioral).

Monitor development progress and ROI.

Coordinate with Learning & Development teams and external providers.

Evaluate effectiveness of development programs and recommend improvements.

Key Deliverables

Talent Management Strategy & Roadmap

Succession Planning Framework & Dashboards

Localization Plans & Compliance Reports

Performance Management Insights & Analytics

Career Frameworks & Pathways

Development Plans & Progress Reports

Talent Committee & Executive Reports

Key Stakeholders

Executive Management

Talent Management Committees

Business & Functional Leaders

Talent Management sections (Learning & Development, Competency Management Talent Hunter).

External Regulators (as applicable)

Our role in supporting diversity and inclusion

As an international workforce business, we are committed to sourcing personnel that reflects the diversity and values of our client base but also that of Orion Group. We welcome the wide range of experiences and viewpoints that potential workers bring to our business and our clients, including those based on nationality, gender, culture, educational and professional backgrounds, race, ethnicity, sexual orientation, gender identity and expression, disability, and age differences, job classification and religion. In our inclusive workplace, regardless of your employment status as staff or contract, everyone is assured the right of equitable, fair and respectful treatment.