HR Manager

Tawteen; Muscat; On-site; OMR 89,000 - 134,000; Full time

Job summary

Tawteen seeks a senior HR leader to shape and drive the HR strategy in Oman, aligning it with business growth. You will oversee manpower planning, recruitment, onboarding, job descriptions, and performance management, building junior to senior HR capabilities and robust governance across the organization.

You will have 7+ years in HR, strong Oman Labour Law knowledge, and fluency in English (Arabic preferred). Experience in tech/consulting is advantageous; CIPD/SHRM is a plus.

Qualifications

• Bachelor’s degree in HR, business administration, management or related field.
• Minimum 7 years of progressive HR experience, managing or establishing HR functions.
• Strong knowledge of Oman Labour Law, employment regulations and local HR practices.

Responsibilities

• Develop and implement the HR strategy aligned with business objectives and growth plans.
• Lead manpower planning, recruitment and onboarding processes.
• Create and maintain job descriptions, competency frameworks and role requirements.

Skills

Organisational development

Performance management

Workforce planning

Recruitment and talent acquisition

Employee relations

Learning and development

Policy and procedure development

HR analytics and reporting

Change-management

Conflict resolution

Communication skills

English fluency

Education

Bachelor's degree in Human Resources, Business Administration, Management or related

Job description

Developing and implementing the company s HR strategy in alignment with business objectives and future growth plans Preparing annual workforce manpower and recruitment plans Maintaining an accurate organisational structure reporting lines manpower records and employee database Developing clear and professional job descriptions responsibilities competency frameworks and position requirements across the organisation Establishing structured recruitment selection interview approval and hiring processes Implementing professional onboarding induction probation confirmation and employee-exit procedures Designing and managing an effective performance-management framework incorporating objectives KPIs regular reviews feedback and development plans Conducting organisational capability assessments and identifying training and development requirements Establishing career-development pathways succession planning and talent-development programmes Advising senior management on organisational restructuring manpower optimisation and resource allocation Managing employee relations attendance leave disciplinary matters grievances and employee-engagement issues Monitoring employee retention turnover succession risks and critical workforce gaps Ensuring company HR policies employment practices and documentation comply with Oman Labour Law and applicable employment regulations Developing and maintaining the company s HR policies procedures and Employee Handbook Establishing meaningful HR reporting and management dashboards covering headcount recruitment turnover attendance performance workforce costs and other key HR indicators Supporting department managers in addressing underperformance behavioural concerns capability gaps and disciplinary matters Advising management on appropriate HR practices while maintaining confidentiality professionalism and sound judgement Promoting a professional accountable collaborative and performance-driven organisational culture Supporting organisational change and future business expansion initiatives

Complete a comprehensive HR organisational and workforce assessment Review and confirm the organisational structure reporting lines manpower requirements and role responsibilities Establish professional and consistent job descriptions and competency requirements for key positions Develop and implement the company s core HR policies procedures and Employee Handbook Introduce structured onboarding induction probation and confirmation procedures Establish a practical performance-management framework including employee objectives KPIs and performance reviews Prepare an annual recruitment workforce and capability-development plan Establish a reliable monthly HR management dashboard Identify critical capability gaps retention risks and succession requirements Recommend practical organisational improvements that strengthen accountability productivity and employee performance

Qualifications & Experience

• Bachelor s degree in Human Resources, Business Administration, Management or a related discipline.
• Minimum 7 years of progressive HR experience, including significant responsibility for managing, developing or establishing HR functions and processes.
• Strong practical knowledge of Oman Labour Law, employment regulations and local HR practices.
• Proven experience in:
  • o Organisational development
  • o Performance management
  • o Workforce planning
  • o Recruitment and talent acquisition
  • o Employee relations
  • o Learning and development
  • o Policy and procedure development
• Demonstrated ability to build HR systems and processes from the ground up, rather than only administer existing systems.
• Strong analytical and problem-solving capabilities.
• Excellent judgement, integrity and discretion when dealing with confidential matters.
• Confidence and credibility when advising senior executives and department managers.
• Strong stakeholder-management, negotiation and interpersonal skills.
• Excellent written and verbal communication skills.
• Ability to manage multiple priorities and operate effectively in a growing and changing organisation.
• Experience within a technology, consulting, project-based, professional-services or fast-growing organisation would be highly advantageous.
• Professional HR certification such as CIPD, SHRM, HRCI or equivalent would be an advantage.
• Fluency in English is required; proficiency in Arabic is strongly preferred.

Key Competencies

We are particularly interested in candidates who demonstrate:

• Strategic HR thinking
• Leadership and ownership
• Organisational development capability
• Strong business acumen
• Performance-management expertise
• Workforce planning capability
• Talent acquisition and development expertise
• Policy development and implementation
• HR analytics and reporting
• Change-management capability
• Conflict resolution and employee-relations skills
• Strong decision-making and professional judgement
• High levels of confidentiality and integrity
• Excellent communication and influencing skills
• Ability to translate management objectives into practical HR actions