Shaping the Future of Work: Insights from a Veteran HR Executive on Driving Organizational Excellence
In an exclusive interview with Crafting Dialogue, Marwa Al Kharusi, Senior Vice President of Human Resources and Administration at OMINVEST, offers a compelling glimpse into the evolving landscape of Human Resources. Her remarkable journey through the corporate world has not only sculpted her career but also shaped her unique perspective on one of the most critical aspects of modern workplace dynamics. As we delve into Marwa’s wealth of experience, we uncover invaluable insights that illuminate the transformative power of strategic HR leadership in today’s rapidly changing business environment.
Q: Marwa’s personal journey in HR and how her perspective on diversity and inclusion has evolved over the years?
Marwa’s 20-year journey in HR began in the telecommunications industry, where she was exposed to various HR functions including recruitment, manpower planning, and learning and development. Throughout her career, she transitioned through different sectors such as oil and gas, consulting, and took on regional roles, which helped build her resilience, understanding, and networking within the HR community. She found learning and development to be particularly close to her heart, believing strongly in contributing to people’s growth through various means beyond traditional classroom training.
Regarding diversity and inclusion (D&I), Marwa noted a significant evolution in perspective over the years. Initially, D&I was viewed through a narrow lens, often limited to gender segregation. However, with globalization and increased exposure to information, the concept has expanded to encompass a broader range of factors including capabilities, skills, interests, ethnicities, and viewpoints. Marwa emphasizes that D&I is not just about considering the majority but also including minorities, and that it goes beyond gender and age to focus on the value that diverse talents bring to an organization. Over time, she has observed D&I transform from a “good to have” to a “must have” concept, expanding beyond HR to become integral to business units and overall organizational strategy.
Q: What are the most significant talent trends currently gaining prominence in the Sultanate, and how are they impacting the workforce?
While acknowledging industry-specific variations, Marwa highlighted universal skills sought by organizations across the board. The foremost trends revolve around technology, digitalization, and artificial intelligence, with cybersecurity skills also in high demand. These technical competencies are reshaping how we work, and the skills required in the modern workplace.
Beyond technical prowess, Marwa emphasized the growing importance of interpersonal skills, particularly the ability to think globally. In today’s fast-paced business environment, adaptability and flexibility have become crucial. Organizations are increasingly seeking individuals with a broad, international perspective who can “think global, but work local.” This involves effectively managing localization and nationalization efforts without compromising overall business direction or global market participation.
Marwa concluded by stressing the importance of cultural fit in talent acquisition strategies. As we navigate this complex and evolving landscape, organizations must adapt their talent strategies to remain competitive. The modern workforce in the Sultanate requires a diverse skill set that combines technical proficiency with global awareness and adaptability. These trends underscore the dynamic nature of the business world and the need for continuous evolution in our approach to talent development and acquisition.
Q: In your opinion, what are the biggest challenges facing HR leaders today, and how do you address them?
In Marwa’s opinion, HR faces multiple complex challenges in today’s corporate landscape. She highlights the evolving nature of HR, emphasizing that it’s no longer just about conventional people management. HR professionals must now be creative in managing both employees and stakeholders while achieving corporate objectives. One significant challenge is the complexity of the HR role itself, which requires motivating employees, providing the right tools and learning opportunities, and aligning with business goals. Another major challenge is creating a unified corporate culture in an increasingly globalized world, where employees come from diverse backgrounds and hold multiple identities.
Marwa also points out the ongoing struggle for HR to be seen as more than just a regulatory or compliance function. She stresses the need to raise awareness about HR’s true role in helping people grow, achieve their potential, and build high-performing cultures. Additionally, she mentions the challenge of getting line managers to think like HR professionals, as they are equally responsible for managing human resources in their day-to-day interactions. Lastly, Marwa emphasizes the importance of HR professionals taking the initiative to clarify their roles and responsibilities, not only within the HR community but also to the broader business community, to address misconceptions and establish HR’s credibility as a strategic partner in organizational success.
Q: How do you balance the demands of supporting Executive Management while leading organizational redesigns?
Marwa emphasizes the importance of aligning HR strategies with corporate objectives in today’s volatile business environment. She believes that people management aspects should be integrated within the framework of what’s necessary for business success. However, she also recognizes the need to prioritize employee engagement and motivation. Marwa advocates for an approachable HR leadership style, implementing an open-door policy and creating platforms for open discussions where HR can guide thoughts towards the right direction without compromising business interests.
To achieve this balance, Marwa highlights the initiative at Omnivest of introducing a People and Culture Committee. This committee serves as a platform to address people’s concerns and challenges, with HR taking the lead but including representatives from various departments and levels within the organization. This approach allows for regulated discussions that ensure compliance while also opening avenues to understand and find solutions that serve both business and people management purposes. By fostering this inclusive environment, Marwa demonstrates how HR can effectively support executive management goals while also driving organizational redesign that considers the needs and perspectives of employees at all levels.
As the interview came to an end, Marwa’s strong passion for her field shone through. She commented, “The future of HR is incredibly exciting. We have the chance to shape not just the workforce, but the very nature of work itself.”
Don’t miss the opportunity to be further inspired by Marwa’s innovative approach to HR leadership! Connect and network with her as she takes the stage at the upcoming 5th “Digital Talent Ecosystem Dialogue” at “Al Bustan Palace”, Muscat, Oman. There’s so much more to learn from her expertise and gain valuable insights that could transform your organization’s HR practices.
