Head of HR

Job Description

Title: Head of HR

Company Name: LAMB

Vacancy: 1

Age: Na

Job Location: Dinajpur (Parbatipur)

Salary: Tk. 72500 (Monthly)

Experience: --

Published: 2026-02-18

Application Deadline: 2026-03-17

Education:

Requirements: --

Skills Required:

Additional Requirements:

Responsibilities & Context:

LAMB is a well-run major mission Hospital, Community Health Development, Training and Research organization. Services cover more than 6.3 million people in North West Bangladesh.

Job Summary: The Head of Human Resources is responsible for the strategic leadership, management, and administration of the Human Resources (HR) function. This includes employee relations, recruitment and staffing, organizational design, succession planning, performance management, compensation and benefits, employee recognition, HR policy development, and learning and development. The position also supports the Executive Director in fostering an organization-wide culture of inclusion, cooperation, staff development, and adherence to principles of non-discrimination, justice, and accountability. Provides guidance and support to all levels of management and staff on HR-related policies, employee relations issues, and procedures. Serves as a member of the Management Team and as a liaison to the Personnel Committee.

Head of HR Responsibilities

 Administration

• Developing and implementing human resource strategies and initiatives aligned with the overall organization strategy.

• Managing the recruitment and selection process.

• Developing and establishing training programs.

• Bridging management and employee relations by addressing concerns, complaints, or other issues.

• Ensures that the staff policies are implemented in full.

Recruitment and Retention

• Create a recruitment and onboarding process that seeks to identify, recruit, and retain exceptional candidates aligned with the organization’s mission and principles.

• Reinforce a focus on equity, diversity, and inclusion.

• Guide and support hiring managers in the recruitment process.

Employee Relations

• Formulates and recommends human resources policies.

• Partners with management team to develop and communicate human resources policies, procedures, programs, and employment legislation.

• Determines and recommends employee relations practices necessary to establish a positive employer‐employee relationship and promotes a high level of employee morale and engagement.

• Conducts reviews or investigations when employee complaints or concerns are brought forward.

• Monitors and advises managers and supervisors in the organization’s progressive discipline process.

• Assists managers with monitoring the implementation of a performance improvement process with employees.

• Provides guidance and recommendations for the Executive Director on decisions up to and including employment terminations.

Organizational Development

• Designs, directs, and manages organizational development that addresses succession planning, workforce development, key employee retention, organization design, and change management.

• Leads a process of organizational development that plans, communicates, and integrates the results of strategic planning throughout the organization.

• Manages employee communication and feedback through formats such as organizational meetings, suggestion programs, satisfaction surveys, newsletters, one‐on‐one meetings, and intranet use as applicable.

• Directs a process of organizational planning that evaluates organizational structure, job design, and staff forecasting throughout the organization, evaluating and changing plans as needed.

• Identifies and monitors the organization's culture to support its goals and employee satisfaction.

• Keeps the Executive Director and the Management team informed of challenges to achieving organizational goals and those addressed at the line management level.

Employment

• Establishes and leads standard hiring practices and procedures necessary to recruit and maintain a strong workforce.

• Leads interview process for management‐ and executive‐level candidates and serves on interview panels.

• Chairs employee selection committees and human resources meetings.

Compensation

• Establishes the organization’s wage and salary structure and policies.

• Leads competitive market research to establish fair and equitable pay practices and pay bands that help to recruit and retain well performing staff.

• Leads the development of benefit orientations and other benefits information.

• Researches and implements cost‐effective, employee serving benefits; monitors national benefits environment for options and cost savings.

• Leads participation in salary surveys.

Compliance

• Leads and ensures the organization complies with all employment and human resources legislative and government requirements. Protects the interests of employees and the organization in accordance with laws and regulations.

Education/Training

• Defines training programs.

• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.

• Leads the development and implementation of performance management systems that include performance development plans and professional development goals.

• Establishes an in‐house employee training system that includes needs assessments, new employee orientation and onboarding, management development, cross‐training, measurement of training impact, and knowledge transfer.

• Oversees selection and contracting of external training programs and consultants.

• Assists with the development, monitoring, and implementation of the organization’s training budget.

Tk.72,500 per month gross.

Other benefits include Medical Benefit, Provident Fund, and a festival allowance (100% of basic salary) once per year and critical illness & death benefit.