HR Manager

About the Role INMAA is entering an important stage of organisational growth and transformation. We are seeking an experienced, hands-on HR Manager to establish, strengthen and lead a professional Human Resources function that supports business performance, develops organisational capability and prepares the company for future regional expansion. This is not simply an HR administration role. The successful candidate will be expected to build practical HR systems, policies and processes, strengthen organisational accountability, develop management capability and work closely with senior leadership and department heads to create a high-performing organisation. The HR Manager will be responsible for: • Developing and implementing the company’s HR strategy in alignment with business objectives and future growth plans. • Preparing annual workforce, manpower and recruitment plans. • Maintaining an accurate organisational structure, reporting lines, manpower records and employee database. • Developing clear and professional job descriptions, responsibilities, competency frameworks and position requirements across the organisation. • Establishing structured recruitment, selection, interview, approval and hiring processes. • Implementing professional onboarding, induction, probation, confirmation and employee-exit procedures. • Designing and managing an effective performance-management framework incorporating objectives, KPIs, regular reviews, feedback and development plans. • Conducting organisational capability assessments and identifying training and development requirements. • Establishing career-development pathways, succession planning and talent-development programmes. • Advising senior management on organisational restructuring, manpower optimisation and resource allocation. • Managing employee relations, attendance, leave, disciplinary matters, grievances and employee-engagement issues. • Monitoring employee retention, turnover, succession risks and critical workforce gaps. • Ensuring company HR policies, employment practices and documentation comply with Oman Labour Law and applicable employment regulations. • Developing and maintaining the company’s HR policies, procedures and Employee Handbook. • Establishing meaningful HR reporting and management dashboards covering headcount, recruitment, turnover, attendance, performance, workforce costs and other key HR indicators. • Supporting department managers in addressing underperformance, behavioural concerns, capability gaps and disciplinary matters. • Advising management on appropriate HR practices while maintaining confidentiality, professionalism and sound judgement. • Promoting a professional, accountable, collaborative and performance-driven organisational culture. • Supporting organisational change and future business expansion initiatives. Qualifications & Experience The ideal candidate should have: • Bachelor’s degree in Human Resources, Business Administration, Management or a related discipline. • Minimum 7 years of progressive HR experience, including significant responsibility for managing, developing or establishing HR functions and processes. • Strong practical knowledge of Oman Labour Law, employment regulations and local HR practices. • Proven experience in: o Organisational development o Performance management o Workforce planning o Recruitment and talent acquisition o Employee relations o Learning and development o Policy and procedure development • Demonstrated ability to build HR systems and processes from the ground up, rather than only administer existing systems. • Strong analytical and problem-solving capabilities. • Excellent judgement, integrity and discretion when dealing with confidential matters. • Confidence and credibility when advising senior executives and department managers. • Strong stakeholder-management, negotiation and interpersonal skills. • Excellent written and verbal communication skills. • Ability to manage multiple priorities and operate effectively in a growing and changing organisation. • Experience within a technology, consulting, project-based, professional-services or fast-growing organisation would be highly advantageous. • Professional HR certification such as CIPD, SHRM, HRCI or equivalent would be an advantage. • Fluency in English is required; proficiency in Arabic is strongly preferred. Key Competencies We are particularly interested in candidates who demonstrate: • Strategic HR thinking • Leadership and ownership • Organisational development capability • Strong business acumen • Performance-management expertise • Workforce planning capability • Talent acquisition and development expertise • Policy development and implementation • HR analytics and reporting • Change-management capability • Conflict resolution and employee-relations skills • Strong decision-making and professional judgement • High levels of confidentiality and integrity • Excellent communication and influencing skills • Ability to translate management objectives into practical HR actions Priorities During the First Six Months The successful candidate will be expected to deliver measurable progress during the first six months, including: 1. Complete a comprehensive HR, organisational and workforce assessment. 2. Review and confirm the organisational structure, reporting lines, manpower requirements and role responsibilities. 3. Establish professional and consistent job descriptions and competency requirements for key positions. 4. Develop and implement the company’s core HR policies, procedures and Employee Handbook. 5. Introduce structured onboarding, induction, probation and confirmation procedures. 6. Establish a practical performance-management framework, including employee objectives, KPIs and performance reviews. 7. Prepare an annual recruitment, workforce and capability-development plan. 8. Establish a reliable monthly HR management dashboard. 9. Identify critical capability gaps, retention risks and succession requirements. 10. Recommend practical organisational improvements that strengthen accountability, productivity and employee performance.