1. Preparing Manpower Plans for all IMI Functions & departments in alignment with Function heads during the workforce planning cycle, ensuring that staffing plan grade level, and other parameters are captures properly.

2. Leading the activities of workforce budgeting and costing, in alignment with the approved organization structures, company expansion strategy, upcoming projects and activities.

3. Ensuring that adding positions to the plan are properly validated, justified and per approved policies & procedures.

4. Validating cost assumptions with finance, compensation, operations, and other concerned parties prior calculating annual cost.

5. Maintaining approved Manpower plans throughout the year, ensuring adherence and obtain approvals of deviations with proper justifications and cost impact analysis for each case.

6. Evaluate impact of organizational structures changes or updates and identify risks of cost inflation, workload, plan deviation.

7. Controlling movements and assignments within IMI, ensuring that assignment criteria stipulated in the procedures are met.

8. Identify Key and Critical positions for succession planning in alignment with head of functions.

9. Participate in the selection and nomination of successors for each of the key and critical positions using a systematic approach that includes but not limited to conducting psychometric & competency assessment, alongside using the 9 gride matrix.

10. Define the criteria for IMI talent pool and identify proper feed streamers for the talent pool.

11. Keep an eye on the talent pool selected and follow up regarding their development planes and extensively working with their functions and training team on building their capability and readiness level to be immediately appointed in case any of the key or critical positions became vacant.

12. Ensure that nominated successors occasionally get the chance for short acting assignments inn deferent areas to elevate their business acumen and get them familiar with IMI standards.