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.