Executive-Learning & Culture Development

Job Description

Title: Executive-Learning & Culture Development

Company Name: AR Malik Seeds Private Limited

Vacancy: 01

Age: 25 to 32 years

Job Location: Dhaka (Aftabnagar)

Salary: Negotiable

Experience:

• 2 to 5 years
• The applicants should have experience in the following business area(s): Manufacturing (FMCG), IT Enabled Service, Agro based firms (incl. Agro Processing/Seed/GM), Group of Companies

• Bachelor of Business Administration (BBA) in Human Resource Management
• Master of Business Administration (MBA) in Human Resource Management

• 2 to 5 years
• The applicants should have experience in the following business area(s): Manufacturing (FMCG), IT Enabled Service, Agro based firms (incl. Agro Processing/Seed/GM), Group of Companies

• Age 25 to 32 years

What We Are Looking For:

• Strong communication and facilitation skills — you need to be able to run a room

• Organized and detail-oriented — you will be managing multiple programmes simultaneously

• Creative thinker — culture work is not formulaic and the best ideas come from people who think differently

• Comfortable with data — you should be able to design a survey, analyse the results, and present findings clearly

• Proficient in Microsoft Office and Google Workspace — especially PowerPoint and Excel

• Genuine interest in people, learning, and organizational culture — this cannot be faked

• Familiarity with AI tools is a strong advantage — you will be coordinating AI training for the whole company

Position Purpose:

Malik Seeds is building its HR function from the ground up — and this role sits at the heart of it. The Learning & Culture Development Executive is responsible for two things that are deeply connected: making sure our people are constantly growing in their skills and knowledge, and making sure Malik Seeds is a workplace people are genuinely proud to be part of.

A. Learning & Development - 60%

1. Training Needs & Annual Planning:

• Run a structured annual listening mechanism — surveys, and one-on-ones — to understand what skills employees want and need to develop

• Analyse performance review outcomes to identify capability gaps across departments

• Build and own the annual training calendar, ensuring it covers technical skills, leadership, AI tools, communication, and role-specific development

• Present the training plan to management with clear objectives, timelines, and budget requirements

2. Training Coordination & Delivery:

• Coordinate all internal and external training sessions end-to-end — venue, logistics, trainers, materials, and participant communication

• Facilitate internal training sessions where appropriate and build a roster of trusted external trainers and institutions

• Manage the Corporate Speaker Series — identifying speakers, scheduling sessions, and ensuring strong attendance and follow-through

• Lead AI tools training across the organization — this is a priority programme given company-wide demand

3. Learning Administration & Evaluation:

• Maintain accurate training records, attendance logs, and learning databases for all employees

• Measure training effectiveness through post-session feedback, knowledge assessments, and on-the-job application tracking

• Prepare quarterly training reports for management covering completion rates, feedback scores, and impact

• Manage training budgets and vendor invoices with support from the Accounts team

B. Culture, Engagement & Employee Wellbeing - 25% of Role

1. Employee Privilege/Welfare Programme:

• Own the full implementation and ongoing management of the Employee Privilege Programme — onboarding partners across healthcare, travel, dining, banking, fitness, and retail

• Negotiate and manage relationships with privilege partners to ensure benefits are active, communicated, and accessible to all eligible employees

• Develop and distribute the employee privilege guide — ensuring every employee knows exactly what they are entitled to

• Track programme utilization and expand the partner network based on employee feedback and demand

2. Culture & Recognition Programmes:

• Coordinate the Employee of the Month programme — managing the nomination process, selection committee, award, and internal communication of winners

• Support the annual culture survey cycle — from design and distribution through to analysis, presentation of findings, and tracking of commitments made

• Drive internal culture communications — newsletters, notice board updates, and WhatsApp announcements that keep employees informed and connected

C. HR Projects & Administration - 15% of Role

• Support the preparation of HR reports and dashboards for management review

• Assist in HR policy awareness sessions and ensure employees understand their rights and responsibilities

• Coordinate HR events and contribute to the annual HR calendar

• Maintain documentation for all learning and culture activities in an organized and audit-ready format

• Support any cross-functional HR projects as directed by the HR Manager