Qureos Mentor

German University of Technology in Oman

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 Position &ndash; Job Title: Human Resources Head of Department (HOD) (MAJD/GUtech)
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Department: Human Resources
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Reporting To: Chief Operating Officer (COO)
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Location: GUtech
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Job Grade: Executive Level (HOD)
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;CAPEX &amp; OPEX: Oversees HR operating and development budgets across the Group.
 
 
 
 
 
 Job Objective
 
 
 To lead and direct the Human Resources strategy and operations across Majd Group and German University in Oman (GUtech), ensuring full alignment with Oman Labor Law. The role ensures strategic workforce planning, talent acquisition, compensation, digital HR transformation, and effective management of both Omani and expatriate workforce in compliance with legal and local and international standards.
 
 
 Key Tasks &amp; Responsibilities
 
 
 
 
 
 
 A. Strategic Responsibilities
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Develop HR Strategy &amp; Alignment:
 
 
 Formulate and execute a unified HR strategy aligned with Majd Group's business plan and Oman Vision 2040.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Organizational Design &amp; Workforce Planning:
 
 
 &nbsp;Lead workforce planning and organisational structure optimisation to ensure efficiency and Omanisation compliance.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Culture &amp; Change Leadership:
 
 
 Promote a high-performance culture and lead organisational change ensuring employee engagement and retention.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Digital HR Transformation:
 
 
 Implement HRMS, payroll, and analytics systems ensuring automation, data accuracy, and improved service delivery.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Compensation &amp; Benefits Strategy:
 
 
 Design and oversee total rewards systems that are competitive, equitable, and aligned with Oman labour regulations.
 
 
 
 
 
 
 B. Operational Responsibilities
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Talent Acquisition &amp; Onboarding:
 
 
 Oversee recruitment, onboarding, and localization initiatives ensuring time-to-fill and Omanisation targets are met.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Performance &amp; Development:
 
 
 Manage performance management, learning, and leadership development frameworks.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Employee Relations &amp; Compliance:
 
 
 Ensure full compliance with Oman Labour Law and internal HR policies; manage grievance and disciplinary systems.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Payroll &amp; HRMS Oversight:
 
 
 Ensure accurate payroll and benefits administration, compliance with tax and social insurance laws.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;HR Analytics &amp; Reporting:
 
 
 Provide HR metrics and insights to senior leadership for evidence-based decision-making.
 
 
 
 
 
 Job Profile
 
 
 Qualifications:
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Bachelor's in HR, Business Administration or equivalent; MBA preferred.
 
 
 Professional Certifications:
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;SHRM-SCP, CIPD, or equivalent certification.
 
 
 Experience:
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Minimum 12&ndash;15 years in HR leadership with exposure to educational institutions (Universities)
 
 
 
 
 
 Leadership Competencies
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strategic &amp; Thinking Systems
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Inspirational Leadership &amp; People Development
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Change Leadership &amp; Organizational Influence
 
 
 
 
 
 Functional Competencies
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Talent Management &amp; Acquisition
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Learning &amp; Development
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Compensation, Benefits &amp; Total Rewards
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Employee Relations &amp; HR Compliance
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;HR Analytics &amp; Digital Systems
 
 
 
 
 
 Key Results Areas (KRAs)
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Talent acquisition, employee engagement, learning &amp; development, total rewards
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;HR structure, workforce planning, performance management, employee relations, HR digital systems
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Employment law compliance, diversity &amp; inclusion, risk &amp; CSR management
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;HR strategy, workforce analytics, leadership pipeline, change management
 
 
 
 
 
 Communication Channels
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Internal: Executive Leadership, HR Team, Department Heads, Employees.
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;External: Ministry of Labor, HRMS Vendors, Recruitment Agencies, Training Partners.
 
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Head of Human Resources

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German University of Technology in Oman

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Head of Human Resources