Manager - Human Capital Intelligence

Overview

The Manager role for Human Capital Intelligence at Oman Housing Bank spearheads the enhancement of workforce intelligence within the Human Capital domain. This position transforms managed people data into strategic insights that guide decisions around workforce, talent, rewards, productivity, and employee experience. Responsible for steering the HC intelligence roadmap, setting analytical standards, optimizing HR technology, and governing AI applications, this role empowers Human Capital and business leaders with data-driven choices aligned to the Bank’s strategy, risk tolerance, and smart banking vision.

Key Responsibilities

• Formulate and implement a prioritized HC Intelligence roadmap aligned with Human Capital strategies and bank objectives, detailing outcomes, milestones, ownership, dependencies, investment needs, adoption metrics, and benefits realization.
• Oversee the integrity of the workforce data model and act as the authoritative source for HC information, ensuring analytics, dashboards, models, and AI initiatives comply with privacy, security, ethics, and governance standards via metrics, ownership, stewardship, validation, and controls.
• Create and sustain workforce analytics, business intelligence dashboards, scorecards, and executive reporting covering workforce demographics, movements, capacity, talent management, learning, succession, engagement, recruitment, mobility, benefits, and services.
• Deliver actionable, evidence-based insights, trends, forecasts, and recommendations to the Chief Human Capital Officer and governance bodies, with clear distinction between facts, assumptions, and limitations.
• Support workforce planning through demand-supply analysis, identifying capability gaps, scenario planning for staffing, and assessing productivity and workforce cost implications in collaboration with HC teams and business units.
• Develop transparent and auditable compensation and benefits models for salary reviews, pay equity, market comparisons, promotions, allowances, benefits optimization, and workforce cost decisions, aligned with reward policies and governance.
• Enhance HRMS system adoption, data completeness, controls, and transactional quality by troubleshooting root causes and coordinating system, process, training, and change management with relevant stakeholders.
• Collaborate closely with HC Units, data owners, Technology, Enterprise AI Unit, Finance, Risk, Strategy & Data teams, and external vendors to define reporting requirements, automate analyses, and embed data-driven decision-making within HC governance and processes.
• Lead management of HC AI and automation projects from ethical review, data readiness, requirement setting, validation, implementation, to adoption, ensuring compliance with human oversight, explainability, monitoring, escalation protocols, and tracking of realized value against benchmarks.
• Conduct diagnostic, predictive, and where suitable, prescriptive workforce analyses that identify workforce risks, service bottlenecks, capability needs, and opportunities to enhance employee experience and organizational efficiency. Report prioritised recommendations with ownership, expected impact, and success metrics, and track actions through governance forums.
• Promote data literacy throughout Human Capital by creating guidance materials, standard reports, and delivering capability-building programs for HC staff and managers.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Data Analytics, Artificial Intelligence, Information Systems, Finance or closely related fields; Master’s degree preferred.
• Professional certifications in People Analytics, Data Analytics, Business Intelligence, HR Systems, Compensation, or Artificial Intelligence are advantageous.
• A minimum of seven years progressively responsible experience in people analytics, workforce planning, business intelligence, HR technology, reward analytics, or data-driven Human Capital transformation. Experience interacting with senior decision-makers and leading complex analytics projects is necessary. Prior experience in banking, financial services, or regulated sectors is preferred.
• Demonstrated advanced proficiency with Excel and at least one enterprise BI platform such as Power BI, including skills in data modeling, dashboard creation, and reporting automation.
• Preferred familiarity with SQL and analytical/statistical programming tools like Python.
• Well-versed in managing HRMS data quality, control processes, automating reporting, improving user adoption, and developing compensation frameworks or quantitative decision models, highly desired.
• Fluency in written and spoken English and Arabic, capable of communicating analytics outcomes, governance topics, and recommendations clearly to executive leaders, technical teams, and non-specialists alike.

Additional Information

Applicants who fulfill the criteria will be contacted. Applications are accepted until 2:00 P.M, 27 September 2026. Late submissions will not be considered.