Experience
- At least 20 years
- The applicants should have experience in the following business area(s): Developer, Group of Companies, Real Estate
Education
- Master of Business Administration (MBA) in Human Resource Management
A professional certification is an added advantage, e.g. CIPD Level 7, SHRMSCP/SHRM-CP, ATD's CPTD (Certified Professional in Talent Development), or an ICF coaching credential
Requirements
- At least 20 years
- The applicants should have experience in the following business area(s): Developer, Group of Companies, Real Estate
Skills Required
Additional Requirements
- Age 45 to 55 years
- Only Male
1. Functional Competencies
1. Proven expertise in Human Resource Development: competency frameworks, training needs analysis, learning program design and evaluation of training impact.
2. Track record of building leadership development and succession programs in a large organization.
3. Deep knowledge of the Bangladesh Labour Act 2006, Bangladesh Labour Rules 2015,HRIS, KPIs and PMS.
4. Real estate or construction workforce planning, including salesforce and site workforce.
5. Compensation, benefits and sales incentive design.
6. Organizational restructuring and change management.
7. HR analytics: building dashboards and using data to drive decisions.
2. Leadership & Behavioral Competencies
1. Strategic thinker who links people capability to revenue and growth.
2. Ability to influence and challenge CEOs and senior leaders without relying on formal authority.
3. Strong coach and developer of people.
4. High integrity, confidentiality and fairness.
5. Resilience under pressure and ability to manage multiple priorities.
6. Excellent communication and presentation skills in English and Bangla.
3. Education & Certification
1. Master's degree in HRM, an MBA (HR), or a Master's in Organizational Psychology or are related field from a reputed institution.
2. A professional certification is an added advantage, e.g. CIPD Level 7, SHRMSCP/SHRM-CP, ATD's CPTD (Certified Professional in Talent Development), or an ICF coaching credential.
4. Experience
1. Minimum 18–20 years of professional experience, including at least 8–10 years in as senior HR leadership role.
2. At least 5 years leading HRD, Learning & Development or Talent Management.
3. Experience in real estate, construction or a large diversified group is preferred.
Responsibilities & Context
Job Context
The Group CHRO will develop and lead group-wide strategies for Human Resources, Human Resource Development, Organizational Development, Performance Management and Administration.
The role's central mandate is to build capability: develop leaders, raise salesforce and technical skills, and create a pipeline of talent ready for the Group's growth. The CHRO will also design the performance and accountability systems that link every business entity's targets and KPIs to the people delivering them.
The ultimate objective is to maximize organizational productivity, employee capability, business efficiency and revenue achievement across the Group.
Job Responsibilities
1. Strategic Leadership & Business Alignment
1. Develop and implement group-wide HR, HRD and organizational strategies aligned with the Group's business objectives and long-term growth plans.
2. Align the people plan (capability, headcount, cost) with the annual business plan of every company.
3. Build a performance-driven, learning-oriented culture focused on revenue growth, profitability, productivity and accountability.
4. Participate in strategic business reviews and recommend people-related actions to improve business performance.
2. Human Resource Development & Learning (core specialism)
1. Build a competency framework for every role family (sales, engineering, project management, finance, CSD and support functions).
2. Conduct an annual training needs analysis, linked to performance review results and business priorities.
3. Establish and run a structured, group-wide learning and development program covering induction, sales certification, technical and site skills, and management development.
4. Design and deliver leadership development programs for current and future leaders, using coaching, mentoring and stretch assignments.
5. Define career paths and promotion criteria, and enable internal mobility across group companies.
6. Measure the impact of learning on sales productivity, quality, retention and promotion readiness, and report training ROI.
7. Manage the annual training budget and partnerships with universities, institutes and external trainers.
3. Talent Management & Succession
1. Identify high-potential employees through a structured talent review (e.g. a 9-box assessment) at least once a year.
2. Build a succession bench of “ready now” and “ready in 1–2 years” candidates for every CEO, business head, sales head and other critical role.
3. Lead recruitment and selection for leadership and business-critical positions.
4. Strengthen employer branding to attract top talent in real estate, construction and sales.
4. Organizational Development & Change Management
1. Review and redesign organizational structures, spans and layers to improve speed and cost efficiency.
2. Lead change management for group-wide HR, sales and digital transformation initiatives.
3. Run employee engagement surveys and act on the findings.
4. Embed the Group's values and code of conduct in hiring, appraisal and recognition.
5. Performance Management & Business Accountability
1. Design and run the Performance Management System (PMS), cascading KPIs from Group targets to companies, departments and individuals.
2. Run weekly and monthly performance review meetings and identify gaps, bottlenecks and manpower obstacles affecting revenue.
3. Provide the Chairman with clear accountability data on CEOs, business heads, sales heads and departmental leaders against their targets.
4. Design performance-based incentives, rewards and recognition schemes.
5. Coordinate corrective action plans and Performance Improvement Plans (PIPs) for underperforming units, teams and individuals.
6. Sales Force Productivity & Capability
1. Work with CEOs and Sales Heads to improve salesforce productivity and deploy salespeople according to projects, inventory and business priorities.
2. Introduce individual sales performance tracking and accountability mechanisms.
3. Run sales training covering product knowledge, negotiation, customer relationship management and digital selling.
4. Design fair, transparent sales commission and incentive structures.
7. Total Rewards & HR Operations
1. Formulate and maintain comprehensive Group HR policies and procedures.
2. Lead manpower planning and optimize manpower costs.
3. Develop competitive compensation, benefits and incentive structures based on market benchmarking.
4. Implement HR digitalization, HRIS (including a learning management system) and data-driven HR analytics.
5. Ensure employee retention, discipline and organizational commitment.
8. Group Administration
1. Oversee Group Administration (office management, facilities, transport, security, logistics and general services) through a Head of Administration.
2. Establish standardized administrative policies and procedures across all group companies, including project locations.
3. Ensure cost-efficient use of administrative resources, with workplace safety and monitoring mechanisms in place.
9. Governance, Compliance & Employee Relations
1. Ensure compliance with the Bangladesh Labour Act 2006, Bangladesh Labour Rules 2015 and other applicable employment regulations, including for contractor and site workforce.
2. Establish HR governance, internal controls and consistent policy implementation across all entities.
3. Handle critical employee relations, disciplinary matters and grievances.
4. Maintain professional relationships with government authorities and external stakeholders.
10. Reporting & Management Review
1. Prepare a consolidated monthly HR, HRD and Business Performance Report for the Chairman.
2. Present manpower productivity, target achievement, capability development and organizational performance to the Chairman.
3. Hold regular coordination meetings with CEOs and departmental heads, and track implementation of management decisions and directives.