Key Accountabilities
1. Shape the People and Organisation Agenda
• Build trusted relationships with executives and translate business priorities into integrated workforce, capability and organisational plans.
• Bring evidence, external perspective and constructive challenge into strategic decisions.
• Identify material people and organisational risks early and mobilise the right expertise to address them.
2. Build Future-Fit Capability
• Lead OMAR’s capability, future-skills and learning agenda.
• Translate strategy and changes in work into clear capability requirements, learning pathways and targeted development interventions.
• Assess how AI, automation and new ways of working will reshape roles, skills and workforce needs.
• Measure the business value of major capability investments and embed
continuous learning and knowledge sharing.
3. Strengthen Organisation Effectiveness
• Diagnose priority organisational challenges using business and workforce
insight.
• Lead organisation design, operating model, role-clarity and effectiveness
interventions across designated portfolios.
• Support workforce redesign in response to shifts in strategy, technology,
customer needs and operating models.
4. Enable Change, Culture and Leadership
• Shape people-centred change strategies for priority business transformations and track readiness, adoption and sustainability.
• Coach leaders to lead change with clarity, consistency and empathy.
• Use employee listening and organisational insight to strengthen culture, trust, accountability, collaboration and execution.
5. Accelerate Talent and Succession
• Facilitate robust talent reviews, calibration and succession discussions with leaders and specialist portfolio owners.
• Convert insights on succession depth, readiness and risk into clear
development, deployment and retention actions.
• Accelerate high-potential and successor talent and promote mobility across OMAR.
6. Connect Centre and Countries Through Insight and Governance
• Partner with Country Human Capital leaders to implement common strategies and standards with appropriate local flexibility.
• Convert workforce data into clear options and recommendations for
executives and governance forums.
• Target support and escalation according to materiality and risk, while sharing effective practices across markets.
• Track the impact of material Human Capital interventions and strengthen workforce planning, data quality and insight.
• Ensure alignment with Group frameworks, governance standards and
The Impact You Will Make
• Business and people priorities are clearly connected through credible, value-adding executive partnership.
• Critical skills, succession risks and future workforce requirements are visible and actively managed.
• Capability, organisational and change interventions deliver measurable
business value.
• Leadership effectiveness and collaboration strengthen across the OMAR Human Capital community.
• Workforce evidence informs better executive decisions and improves
organisational readiness and execution.