Details

 

About the Company

Petroleum Development Oman is the leading exploration and production company in the Sultanate of Oman. The Company delivers the majority of the country's crude oil production and natural gas supply.

Purpose of the Job

Be a thought partner to the business/leaders, creating and driving the People & Capability Plan,  providing integrated HR solutions to complex people related challenges aligned with the overall PDO’s aspirations.
Act as a coach for senior leaders and executives in helping them fulfill the role of change sponsor.  Creating and implementing change management strategies and plans that maximize leaders and employee adoption and usage and minimize resistance. These improvements will increase benefit realization, value creation, ROI and the achievement of results and outcomes. 
 

Education & Experience

•    Bachelors Degree preferably in HR or Business 
•    Having Professional HR Certification or equivalent is an added advantage (SHRM) Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or  CIPD level 7 
•    Accredited Coach with minimum Executive Coach level via recognized coaching institution – AC, ICF, EMC etc, able to coach leaders at all level and individuals 
•    Proven HR experience with a minimum of 8 years experience in at least 4 of the HR disciplines  listed - business partnering, performance management, policy implementation, organizational diagnosis and talent management
•    Proven experience of at least 2 years of leading a team in a  large & dynamic organization (organization with 4000+ employees)
•    Proven experience in change and project management of HR projects in a large multi-cultural & dynamic organisation
•    Excellent communication, facilitation and presentation skills - oral and written
•    Deep Business understanding (commercial and financial) via Business plans and Opex/Capex development and reviews and ability to strategise and formulate business plans
 

Main Responsibilities

Coaching: 
1.    Lead building the capability of leaders and managers through coaching to own and deliver the people agenda
2.    Facilitate the development of key business talent through targeted interventions and coaching, balancing the needs of the business and individual
3.    Partner and coach managers to support the delivery of people plans and initiatives and encourage a culture of line manager responsibility and accountability for front line human resources
4.    Acts as a coach for senior leaders and executives in helping them fulfill the role of change sponsor and also provides direct support and coaching to all levels of managers and supervisors as they help their direct reports through transitions.
5.    Build the capability of HR Consultants to own and deliver the people and organisation strategy through coaching and other applicable techniques 
People & Capability: 
1.    Build high-trust relationships with senior stakeholders to secure commitment to PD strategies across the businesses
2.    Proactively lead, manage and successfully deliver complex directorate and functional people projects across their portfolio  within specific timeframes 
3.    Deliver & monitor people & capability plans in terms of workforce demand planning, costing & challenges; by gaining commitment and aligning with functions & directorates 
4.    Collaborate across HR interfaces (Talent and Employee Experience teams) and with other functions (CFDH, SPMs) to leverage expertise and resource to deliver people plans and programmes 
Consulting & Change: 
1.    Communicate compelling evidence and data to stakeholders to make informed people decisions aligned with People strategy
2.    Act as a thought partner to leaders providing broad insight and facilitate complex people & business decisions
3.    Diagnose and scope diverse stakeholders needs and contract effectively for best intervention &  sustained change
4.    Lead and assist business transformations/ restructuring in partnership with OE SME that creates an effective high performing organization 
5.    Asess change readiness, create and implement change management strategies that drives faster adoption  by leaders and employees and minimize resistance to aspired people strategies
6.    Ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage that increase benefit realization, value creation, ROI and the achievement of results and outcomes
Engagements: 
1.    Facilitate team engagements, workshops and focus groups related to people matters, to identify and address critical issues and drive a high performing culture across the business
2.    Drive engagements and interventions related to People Survey within the business and ensure leadership commitment to address dimensions that require improvement
3.    Support the design, development, delivery and management of communications in conjunction with the Engagement SME
D&I & Culture: 
1.    Create the organizational environment and culture to enable successful adoption of change
2.    Build stakeholders’ awareness and capability to achieve value from agile working
3.    Gain buy-in from stakeholders on D&I strategy and annual agenda and support them to embed D&I  in business planning and decision making