Sr. Specialist Talent Acquisition and Workforce Planning | أخصائي أول إستقطاب المواهب وتخطيط الموارد البشرية

ROLE OBJECTIVE
Lead and execute OTech's talent acquisition and workforce planning activities to ensure the organization attracts, develops, and retains the right talent to support its strategic and operational objectives. The role manages recruitment processes, workforce forecasting, manpower planning, and workforce analytics to enable informed decisions and sustainable organizational growth.
RESPONSIBILITIES
Talent Acquisition Management
• Manage the end-to-end recruitment lifecycle from approved manpower requisition through offer acceptance and onboarding.
• Partner with business units to identify staffing needs, define role requirements, and develop recruitment strategies.
• Develop sourcing plans for critical, technical, and business support roles using appropriate internal and external channels.
• Conduct candidate screening, competency-based interviews, assessments, reference checks, and selection activities.
• Coordinate with approved recruitment agencies, universities, professional networks, and external talent providers.
• Monitor vacancy progress and support timely closure in line with approved service levels and quality standards.
• Maintain accurate recruitment records, candidate data, and talent pipelines.
Workforce Planning & Manpower Management
• Coordinate annual workforce planning and manpower budgeting activities with business units and Finance.
• Develop workforce forecasts aligned with approved business plans, operational requirements, and anticipated capability needs.
• Monitor approved establishment, headcount, vacancies, and manpower utilization across the organization.
• Identify workforce gaps, capacity risks, and capability shortages, and recommend practical actions.
• Analyze turnover, vacancy rates, workforce productivity, and manpower cost trends.
• Support organizational restructuring, position control, and workforce optimization initiatives.
Talent Pipeline Development
• Support the achievement of OTech's Omanization objectives and national talent plans.
• Develop talent pipelines for critical and future workforce requirements.
• Coordinate graduate, and early-career recruitment programs.
• Build relationships with universities, colleges, and relevant government employment initiatives.
• Support succession planning and internal mobility by identifying suitable internal talent pools.
Workforce Analytics & Reporting
• Develop workforce dashboards and management reports covering recruitment and manpower indicators.
• Monitor time to fill, offer acceptance, vacancy status, headcount variance, turnover, and Omanization performance.
• Provide clear insights and recommendations to management on workforce risks, trends, and opportunities.
• Prepare periodic reports to support workforce and recruitment decisions.
Governance & Continuous Improvement
• Ensure recruitment and workforce planning activities comply with approved HR policies, procedures, delegated authorities, and applicable requirements.
• Review and improve recruitment, manpower planning, and workforce reporting processes.
• Recommend appropriate automation and system improvements to strengthen data quality, efficiency, and user experience.
• Benchmark relevant talent acquisition and workforce planning practices and recommend suitable improvements for OTech.
ROLE SPECIFICATIONS
Qualification
Bachelor's degree in Human Resources, Business Administration, Management, or a related discipline. A master's degree is an advantage.
Certification
CIPD, SHRM, HRCI, talent acquisition, workforce planning, or an equivalent professional certification is preferred.
Experience
5–8 years of progressive HR experience, including at least 3 years in talent acquisition and workforce planning. Experience in ICT, technology, telecommunications, or a large corporate environment is preferred.
Skills
Talent acquisition and selection; strategic workforce planning and forecasting; manpower budgeting; workforce analytics and reporting; Omanization planning; competency-based interviewing; and stakeholder management