Petroleum Development Oman (PDO) is the primary oil and gas exploration and production operator in Oman, responsible for a significant share of the country’s hydrocarbons output and energy infrastructure. The organization provides upstream services i...
“I joined for the training and stayed for the people,” says one field engineer. Employees often highlight the strong camaraderie in remote sites and the genuine care shown after incidents. Another long-term staff member notes, “You’ll get stuck into meaningful projects and the safety focus is real — they do not cut corners.” New hires mention smooth onboarding with buddy systems and practical site tours. Some expatriates appreciate housing and travel support, while a few junior staff wished for faster career progression. Overall, working at Petroleum Development Oman is described as hands-on, stable, and team-oriented.
The company culture at Petroleum Development Oman tends to be safety-first, technically rigorous, and community-focused. There is a mix of traditional corporate structure and practical field-driven decision making. People who thrive there enjoy clear procedures, respect for hierarchy, and a collaborative mindset on operations. For many, the culture balances local values with international best practices, making it a good fit if you value predictability and respect for process. If you are looking for a fast-paced startup vibe, this may not be the place for you.
Conversations about work-life balance at Petroleum Development Oman are mixed but generally positive. Office staff often report regular hours and predictable schedules, while operations staff work rotations that include long shifts followed by time off. You will find that the company supports time-off policies, and many teams try to accommodate personal needs. There are periods, such as major projects or turnarounds, when hours intensify and you will have to stay flexible.
Job security is comparatively strong. The company is a major player in a national industry, and there is institutional backing that provides stability. However, the global oil and gas market influences hiring and restructuring decisions. During low-price cycles, there have been cost-control measures and hiring slowdowns. Overall, employees will find that roles tied to essential operations are more secure, while project-based positions carry higher turnover risk.
Leadership is technical and experienced, with a clear emphasis on safety, compliance, and long-term planning. Management style is formal and structured; decisions often cascade through well-defined layers. Senior leaders are visible on safety and operational initiatives, and they communicate strategic priorities regularly. There can be bureaucratic processes that slow innovation, but this is balanced by thorough risk management and an emphasis on operational excellence.
Managers at ground level tend to be pragmatic and approachable. Many employees praise direct supervisors for mentoring and hands-on guidance, especially in field roles. Some reviewers mention variability: great day-to-day support in some teams, less-engaged management in others. Performance conversations are held, but employees sometimes feel promotion timelines are slow. In general, good managers are rewarded with loyal teams.
Learning and development is a strong point. The company offers structured training programs, safety certifications, on-the-job coaching, and sponsored higher-education opportunities. There are technical courses and leadership tracks for those looking to move up. Partnerships with universities and industry bodies provide access to updated curricula. Employees who take initiative will find many formal and informal ways to grow their skills.
Opportunities for promotions exist and are formalized through career frameworks. Promotions are often merit-based but can be gradual; patience is required. Internal mobility is encouraged, and many mid-career professionals advance by taking cross-functional roles or field assignments. There is also a visible focus on local talent development, which can influence the pace and availability of certain roles.
Salary ranges vary by role, experience, and nationality. Approximate ranges are provided as a guide:
Compensation packages are generally competitive within the region and include expatriate differentials where applicable. Exact figures will vary by contract and role.
Bonuses and incentives are tied to performance metrics, safety outcomes, and company results. Annual performance bonuses are common and there are sometimes project completion incentives. Long-term incentives may be available for senior staff. The company also provides non-monetary recognition such as awards and development opportunities.
Health and insurance benefits are comprehensive. Medical coverage for employees and, in many cases, dependents is provided. There are provisions for emergency evacuation for critical cases and access to well-equipped medical facilities. Life insurance and disability coverage are typically included in standard benefit packages.
Employee engagement is active, with safety weeks, family days, cultural events, and team-building activities. The company hosts internal campaigns around wellbeing and community initiatives. These events help build morale across onshore and offshore teams and support a sense of belonging.
Remote work support is limited for operational roles but is progressively available for corporate functions. The company provides digital tools and secure access for staff who can work remotely, yet many roles require physical presence at sites or offices. Remote policies are evolving with wider industry trends.
Average working hours depend on role. Office roles tend toward standard business hours with occasional overtime. Field and operations roles often follow shift patterns — for example, 12-hour shifts with multi-week rotations — which result in concentrated work periods followed by rest cycles. Expect variability depending on assignment.
Attrition is moderate and often linked to project cycles and market conditions. Historically, the company has conducted targeted restructures during industry downturns but has not been prone to large-scale layoffs frequently. Retention is stronger in core operational roles.
Overall, the company presents a solid choice for those seeking stable, technically driven careers in the energy sector. Strengths include safety culture, training, and benefits. Areas for improvement include pace of promotion and flexibility for remote work. Rating: 4 out of 5 — reliable, professional, and suited to people who value structure and long-term development.
Read authentic experiences from current and former employees at Petroleum Development Oman
Strong emphasis on safety and continuous training. Excellent technical mentorship and exposure to large field projects at Petroleum Development Oman.
Decision-making can be slow due to layers of approvals.
Good benefits and strong sense of job stability.
Long shifts during major campaigns and limited pay increases some years.
Supportive manager, good learning opportunities
Slow career progression in HR; salary growth is modest compared to workload.
