Senior Manager, People Intelligence

Role Purpose

To design and lead Omantel’s People Intelligence ecosystem by establishing robust analytics frameworks, governance models, and insight capabilities that enable data-driven decision-making, predictive workforce planning, and measurable impact across all people-related initiatives.

Position Information

• Unit: People
• Division: People Strategy & Culture
• Location: Muscat
• Grade: L2
• Line Manager: General Manager People Strategy & Culture
• Minimum role requirements:
• Bachelor in relevant discipline
• Internal: 6 years of relevant experience with at least 3 years in a management position
• External: 8 years of relevant experience with at least 3 years in a management position
  
  

Key Accountabilities

• Establish the corporate people analytics framework aligned with Omantel’s People Strategy and business priorities.
• Define key workforce metrics, indicators, and measurement standards across the organization.
• Develop analytical capabilities that support strategic workforce planning and organizational decision-making.
• Promote data-driven decision practices within the People function and across leadership teams.
• Develop corporate workforce intelligence dashboards that provide visibility on workforce composition, productivity, and cost efficiency.
• Monitor key workforce indicators such as headcount trends, capability distribution, mobility patterns, and attrition signals.
• Translate workforce data into strategic insights and actionable recommendations for leadership.
• Support executive decision-making through evidence-based workforce analysis.
• Develop predictive models to anticipate workforce risks, talent shortages, and capability gaps.
• Analyze workforce scenarios linked to business transformation, digital capability shifts, and organizational restructuring.
• Identify future capability requirements through trend analysis and market intelligence.
• Provide predictive insights that support long-term workforce planning and talent strategy.
• Establish governance frameworks for workforce data management and reporting standards.
• Ensure consistency and integrity of people data across HR systems and reporting platforms.
• Collaborate with HR systems and digital teams to strengthen people data architecture.
• Maintain compliance with internal governance and regulatory data standards.
• Provide analytical support to CXOs and senior leadership on workforce-related strategic decisions.
• Develop analytical reports that assess workforce impact of business initiatives, structural changes, and transformation programs.
• Translate complex data into clear executive insights and planning recommendations.
• Support the evaluation of strategic people initiatives through structured measurement frameworks.
• Monitor workforce impact of major transformation initiatives and organizational changes.
• Provide insights on productivity, organizational efficiency, and workforce utilization.
• Identify improvement opportunities through data-driven organizational diagnostics.
• Support culture, capability, and workforce strategy initiatives with analytical insights.
  
  

Key Competencies

Leadership

• Assertiveness and Conflict Resolution
• Fostering Learning and Development
• Inspiring and Leading Others
• Leading Change and Cultivates Innovation
• Visioning and Alignment
  
  

Behavioural

• Drives Achievements
• Ethics & Compliance
• Timely Decision - Making
  
  

For details of Core competencies and relevant Professional and Cross-Functional competencies, please refer to Omantel’s Competency Framework