Performance and Talent Development Manager

Job Objective:

Oversee the development and implementation of strategies and actions to improve employee performance and productivity within the organization. This role involves analyzing performance, identifying areas for improvement, and collaborating with employees and management to ensure corrective actions are taken to improve overall organizational performance.

Work Location: 

Enhance Group - Muscat Office

Reporting To:

Head - People and Business Services

Job Touch-points:

Internal

• Business/Function Heads
• HR team (Enhance and Centralized Group HR)
• Enhance & Towell Group Employees
• Finance and IT teams

External

• Performance Consultants
• Training & Development Partners
• Legal Consultants
• Ministry of Labor representatives

Principal Accountability:

PEOPLE REVIEW/SUPPORT:

• Conduct monthly meetings with Business Cluster/unit leaders to discuss current and proposed People requirements and align on people actions, including, but not limited to, transfers, exits, performance improvement plans, etc.
• Act as a single point of contact (SPOC) for the Business Unit leadership for all People-related initiatives and issues.
• Be up to date on Labour laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
• Helping line managers deal with organizational, people, disciplinary, performance, and change-related issues.
• Provide BU-specific inputs to the HR and commercial leadership for alignment and recommend solutions for people-related issues.
• Responsible for Employee life cycle management of all the employees of the BUs in coordination with the HR Centres of Excellence.
• Provide support related to the function of Performance, Talent Development, to the Group Centralized team covering other linked business divisions
• Act as subject matter expert and provide support to other group entities in developing their own Career Development Plan and Performance management frameworks.

PEOPLE PERFORMANCE AND HC REVIEW:

• Organisation Structure : Optimize organizational design to increase productivity and improve business performance in collaboration with BU leadership and the HR head.
• HC BUDGET Review: Ensure all Business Divisions align with the approved HC budget and take timely actions to rectify any deviations.

-         Ensure the best utilization of Internal vs. External Resources within the set training budget.

• Talent Gap Review: Coordinate with the Central Talent Acquisition team to source and identify candidates for assigned Clusters.
• HR Interviews: Interview candidates along with BU line managers to fulfil talent requirements and ensure minimum gaps.
• Performance Management :

-  Drive the appraisal cycle and rollout of performance management systems for the BU in coordination with the Central HR team.

-  Ensure the development and review of the Departmental KPIs via liaising with Business Heads.

• Performance Improvement: Drive Business Unit/Cluster-specific performance improvement initiatives- Issue PIPs for non-performance and administer disciplinary actions in coordination with Cluster leadership. Track employee productivity metrics for the assigned BU/ cluster and report back to the HR and commercial leadership members with recommendations for performance improvement plans and other actions.
• Grievance management: Working together with management to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover for the assigned Business Unit.

LEARNING AND DEVELOPMENT / SUCCESSION PLANNING:

• Improve Employee Skills & Competencies

-  Ensure all employees will have a completed Individual Development Plan (IDP).

-  Ensure meeting the training Hours per Employee per Year.

-  Follow up on the increase in employees' skill Proficiency by liaising with managers on pre-/post-assessments and evaluation.

-  Improve the number of employees who successfully cross-train or rotate into new roles.

• Succession planning: In coordination with the central HR development team:

-  Mitigate business risk and ensure organizational continuity by proactively identifying critical roles, assessing current talent, and systematically developing a robust pipeline of high-potential internal successors, thereby reducing dependency on external hiring for key positions, increasing internal promotion rates, and significantly improving the retention of top talent through focused investment in their growth.

-  Select and develop key talent to ensure there is bench strength to fill critical roles.

• Career Development: Ensure all high-performing employees in the assigned BU have a career development plan and provide timely inputs to ensure the retention of key talent.
• Reskilling and upskilling: Identify training needs and assist the L&D function in aligning training programs with business objectives.
• Team Dynamics :  Improving Employee Survey participation and engagement scores.

Key Performance Indicators :

• Improvement in Internal Productivity measures
• On-time Completion of performance cycles
• Improve Employee Skills & Competencies
• Increase Engagement with Learning
• Enhance Learning Effectiveness
• Drive Performance Strategic Initiatives
• Manage Budget and Resources Effectively
• Up-to-date Career Development Plans
• Up-to-date performance Management framework and policy.
• Implement an Effective Cycle
• Drive Quality Conversations
• Differentiate and Reward Performance
• Build a Robust Talent Pipeline
• Develop High-Potential Talent
• Turnaround time (TAT) on disciplinary issues
• Reduction in labor issues/ grievances
• Facilitate Effective Team Dynamics
• Leverage Technology and ROI
• Up-to-date succession Plan implementation

 Job Specifications:

Education and Experience

• Graduate in Business Management/ HR specialization
• A postgraduate degree in Human Resources/Business Management would be an additional benefit.
• Minimum 5 years of experience in a large service sector company.
• Overall, 10 years of experience in HR with experience in interacting with the Ministry of Labor.
• Omani national with a relevant educational background.
• Experience managing labor cases and interventions with authorities will be an added advantage.

Specialized Skills/Other Requirements

• Fluent in English and Arabic
• Excellent Communication skills and strong negotiation skills
• MS Office skills – Preparation of presentations & Reports
• Multitasking & good attention to detail
• Effective employee engagement skills
• Omani National with knowledge of regional nuances across all governance.

About Enhance Group:

Founded in 1967 as a strategic partnership between W.J. Towell and Spinneys, Enhance Group quickly established itself as a leader in FMCG distribution in Oman and the UAE. Today, Enhance Group spearheads the FMCG Business Cluster within Towell Group—one of the largest and most prominent private sector companies in Oman, with extensive connections across the Middle East, India, and Europe.

Over the years, Enhance Group has strengthened its presence in Oman and the UAE through strategic mergers, acquisitions, and the growth of its FMCG distribution, retail, and manufacturing businesses.

Enhance Group is an FMCG manufacturing, distribution, and retail organisation expertly managing every aspect of omni-channel distribution across geographies. Bolstered by a strong logistics and warehousing infrastructure, featuring an extensive direct distribution fleet serving more than 10,000 customers across geographies, Enhance Group is the distributor of choice for regional and global power brands.

Powered by cutting-edge technology-driven solutions, our group companies provide best-in-class coverage and in-market execution across channels for our Business Partners such as Reckitt, L’Oréal, Kenvue (Johnson & Johnson), Mars Wrigley, Unilever, Nestle, Napco, Afia, Al Safi Danone, and many more.

For more information, please visit https://official.enhance-group.com/