Human Resources Specialist

Oman Investment Authority

1. HR Planning, Budgeting & Analysis

• Support annual HR budgeting: workforce cost forecasting, training budgets, and allowance planning in coordination with HRBP and Finance.
• Conduct HR data analysis to identify trends in absenteeism, overtime, turnover, and workforce efficiency.
• Perform training gap analyses by assessing skill matrixes and aligning training plans with operational requirements.
• Prepare periodic HR dashboards and reports to support decision-making by senior site management.

2. Workforce Planning & Mobilization

• Participate in workforce planning aligned with project phases, department needs, and camp capacities.
• Coordinate mobilization and demobilization with department heads, admin, and contractors.
• Monitor rotation cycles and assist with leave planning to ensure uninterrupted workforce availability.

3. Recruitment & Onboarding

• Manage full-cycle recruitment: job posting, candidate screening, interview scheduling, and hiring coordination.
• Oversee onboarding procedures: safety induction, medical screening, documentation, and system setup.
• Maintain candidate pipelines and recruitment trackers to support future manpower planning.

4. Omanization & Succession Planning

• Development and implementation of the Company s Omanization strategy in alignment with regulatory requirements and organizational workforce plans.
• Monitor Omanization targets and prepare periodic reports on localization progress and compliance.
• Identify critical roles and initiate succession planning initiatives to ensure business continuity.
• Maintain succession pipelines by identifying high-potential employees and supporting structured development plans.
• Collaborate with department heads to prepare talent development and knowledge transfer plans between expatriate and national employees.

5. Timekeeping, Attendance & Payroll Support

• Validate attendance, overtime, and shift data; ensure accurate payroll inputs.
• Collaborate with payroll and finance to resolve discrepancies and meet submission timelines.
• Monitor functionality of biometric and digital time-tracking systems.

6. Compensation & Benefits Administration

• Administer employee benefits such as allowances, insurance, and leave entitlements.
• Respond to employee inquiries and ensure proper documentation of any changes to salaries, benefits, or job grades.
• Track and record changes resulting from promotions, transfers, or organizational restructuring.

7. Employee Relations & Welfare

• Act as the initial point of contact for employee concerns, workplace issues, and general HR queries.
• Support investigations, disciplinary actions, and conflict resolution in accordance with HR policies.
• Monitor site welfare: accommodation standards, camp hygiene, and welfare grievances.
• Promote employee wellness programs and mental health awareness.

8. Performance Management

• Coordinate site-level performance management: appraisals, probation assessments, and documentation.
• Track probation deadlines and managing confirmation processes.
• Support department heads in managing underperformance through structured improvement plans.

9. Training & Development

• Plan, organize, and execute training programs in alignment with operational needs, workforce skills gaps, and compliance requirements.
• Conduct training gap analyses in collaboration with department heads and technical supervisors to identify and prioritize skill development needs.
• Coordinate the delivery of safety, technical, and soft skills training with internal trainers, HSE, and external providers.
• Maintain a comprehensive training calendar and ensure timely execution of mandatory sessions (e.g., inductions, heavy equipment permits, first aid).
• Track training attendance, evaluate training effectiveness, and manage records of certifications, license renewals, and employee training history.

10. HR Compliance & Records Management

• Ensure all HR practices comply with local labor laws and internal company policies.
• Maintain organized personnel files: contracts, IDs, medicals, warnings, and training logs.
• Assist in preparing documentation and reports for internal and external HR audits.

11. Health, Safety & HR Interface

• Work closely with HSE to ensure safety-related HR compliance (e.g., fitness-to-work, inductions).
• Ensure HR is aligned with safety campaigns, harassment prevention, and wellness initiatives.
• Support HR s role in incident investigations and documentation if required.

12. Offboarding & Exit Management

• Oversee exit procedures: clearance, final settlement, and exit interviews.
• Analyze turnover trends and prepare reports for retention and workforce planning purposes.