AI is not just a client solution at Omnix International — it’s transforming the company from within. HR Director Abrana Sultana Syed outlines how automation is freeing people for higher-value work, why continuous reskilling and emotional intelligence now matter more than ever, and how purposeful culture has become the decisive factor for talent in a remote-first world.
How will AI and automation redefine job roles, productivity, and workforce structure over the next decade in Omnix International?
Omnix International and its subsidiaries are a leading System Integrator in the GCC Market. Omnix is headquartered in the UAE, and the UAE is experiencing dynamic changes in the market and society at large due to the use of AI. Being part of this positive change, we recognise that AI is a catalyst for smarter, more meaningful work, helping the organization to deliver its business successfully and create an edge in the market.
Omnix is not only delivering AI projects to customers, but is also using AI in its day-to-day work spectrum. And this is just the beginning. Over the next decade, AI and automation will fundamentally reshape how we work on a day-to-day basis, which will need us to redefine job roles.
Routine and repetitive tasks will increasingly be handled by systems and machines, freeing manpower to focus on higher-value activities such as creative problem-solving, strategic thinking, and relationship-driven work, which will change the company’s processes, adding value in the growth and efficient management of the business.
We expect that job roles will become more fluid and hybrid, blending technical literacy with distinctly human skills, while productivity will rise as AI augments decision-making and accelerates workflows across the departments in the company. With this expected change in the work behaviour of the company, HR is working to redefine and shift workforce structures toward leaner teams, project-based collaboration, and continuous reskilling, making adaptability a core professional competency.
What is the optimal balance between remote, hybrid, and in-office work for performance and culture?
At Omnix believe that the optimal balance between remote, hybrid, and in-office work is less about choosing a single model and more about designing flexibility with intent. We have experienced that remote work has proven its value in boosting focus, autonomy, and access to global talent, while in-office time remains critical for collaboration, mentorship, and cultural cohesion. Hybrid models, when thoughtfully structured, offer a middle ground preserving productivity without sacrificing human connection which we believe we have created based on our current needs.
We are also working on creating processes and systems that will enable us to move beyond rigid policies to role-based and team-driven approaches, aligning where work happens with what work needs to be done. In this balance, performance and culture are not competing priorities but complementary outcomes of trust, clarity, and purposeful design.
Which skills will be most critical in the future workplace, and how should organizations approach continuous upskilling?
Human intelligence and machine intelligence have to learn to co-exist, complementing each other. Hence, adaptability, critical thinking, creativity, emotional intelligence, and digital fluency will define professional relevance, as roles evolve faster than traditional career paths can keep up. Technical skills will remain important, but their shelf life will shorten, making the ability to learn, unlearn, and relearn a competitive advantage.
To keep pace, we are trying to provide that environment where upskilling is a continuous, embedded process rather than a one-time initiative, integrating learning into daily workflows and empowering employees to take ownership of their development. We look at it as an investment in a culture of lifelong learning that will not only future-proof our workforce but also unlock higher engagement, resilience, and innovation.
How should leadership and management evolve to effectively lead distributed, multi-generational teams?
In today’s work environment, we have to lead, distribute, multi-generational teams, which requires a shift from traditional command-and-control management to a more empathetic, flexible, and trust-driven style. Our effective leaders have focused on outcomes rather than hours, using clear communications through multiple digital channels, and adapting our approach to meet diverse expectations around work, feedback, and career growth.
In this process, we have fostered a culture of inclusion and connection, creating shared purpose while respecting different working styles and life stages. We believe that in today’s evolving landscape, the most successful leaders will be those who combine emotional intelligence with technological fluency to unite teams, regardless of age or location.
What technologies will be essential to enable secure, efficient, and collaborative digital workplaces?
Omnix is ISO 27001 certified. We have invested in a secure, efficient, and collaborative digital workplace that is built on an integrated stack of smart technologies based on the cloud, powered by integrated AI tools, secured by cybersecurity solutions, such as zero-trust architectures and identity management systems and this enables seamless work across locations and time zones.
Our next focus will be on improving our analytics and automation tools that streamline workflows and surface real-time insights. Together, these technologies not only support how work happens but also create digital environments that are resilient, intuitive, and designed for collaboration at scale.
How will performance measurement and career progression change in a skills-based, flexible work environment?
In our skills-based, flexible work environment, performance measurement has shifted from tracking time and titles to assessing outcomes, impact, and capabilities. Success is defined by what employees deliver and the skills they apply, rather than where or how long they work.
Career progression has become more dynamic, with lateral moves, project-based roles, and continuous skill development. This approach has given us agility and learning, enabling the organization to better match talent to evolving business needs while giving individuals greater ownership of their careers.
What role will workplace culture and purpose play in attracting and retaining talent in a remote-first era?
In a remote-first era, workplace culture and purpose have become decisive factors in attracting and retaining talent. With physical offices playing a smaller role, employees look for organizations that offer a clear mission, shared values, and a genuine sense of belonging beyond geography.
Culture is being shaped through intentional communication, inclusive leadership, and consistent experiences rather than proximity. Companies that clearly articulate their purpose and live it through everyday actions will build stronger engagement, loyalty, and trust in an increasingly virtual world.
