General Manager/Deputy General Manager (Human Resource)

Job Description

Title: General Manager/Deputy General Manager (Human Resource)

Company Name: Nabil Group

Vacancy: 02

Age: 40 to 55 years

Job Location: Rajshahi

Salary: Negotiable

Experience:

• At least 20 years
• The applicants should have experience in the following business area(s): Direct Selling/Marketing Service Company, Poultry, Farming, Dairy, Agro based Startup

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

Postgraduate Diploma (PGD) in HRM will be an added advantage.

• At least 20 years
• The applicants should have experience in the following business area(s): Direct Selling/Marketing Service Company, Poultry, Farming, Dairy, Agro based Startup

• Age 40 to 55 years

· Age Maximum 55 Years.

· Sound knowledge in IT & HR related software.

Job Context: The incumbent will be responsible for providing strategic HR leadership across all business units and sister concerns, with a strong emphasis on HR Business Partnering (HRBP), organizational development, talent management, workforce planning, performance management, employee engagement, and strategic people initiatives.

Job Responsibilities:

1. Strategic HR Leadership & HR Business Partnering

• Develop and implement a comprehensive Group-wide HR strategy aligned with business objectives.

• Act as a strategic HR partner and trusted advisor to the senior management and Business Heads.

• Understand the business strategy, operational challenges, manpower requirements, and productivity issues of individual business units.

• Establish and strengthen the HR Business Partnering model across the Group.

• Support business leaders in organization restructuring, expansion, transformation, and change management initiatives.

2. Talent Acquisition & Succession Planning

• Provide strategic direction for recruitment and selection across all Group concerns.

• Ensure timely acquisition of high-quality talent for critical and leadership positions.

• Establish and strengthen succession planning for all operational roles.

• Identify high-potential employees and develop appropriate career and leadership pathways.

3. Learning, Development & Leadership Capability

• Develop Group-wide Learning & Development strategies based on business requirements.

• Conduct training needs analysis and identify critical capability gaps.

• Establish leadership development and management development programs.

• Develop competency frameworks and career development initiatives.

• Build a strong internal leadership pipeline for future business requirements.

4. Employee Engagement, Culture & Retention

• Develop initiatives to strengthen employee engagement, motivation, and retention.

• Build a positive, professional, ethical, and performance-oriented organizational culture.

• Identify key causes of employee turnover and develop appropriate retention strategies.

• Promote employee welfare and a healthy workplace environment.

• T/A,Tour allowance,Medical allowance,Mobile bill,Gratuity
• Salary Review: Yearly
• Festival Bonus: 2

As per policy