HR Manager

Job Description

Title: HR Manager

Company Name: Vision Bangladesh Health & Education Society

Vacancy: --

Age: Na

Job Location: Dhaka

Salary: Negotiable

Experience:

• 10 to 12 years
• The applicants should have experience in the following business area(s): Advertising Agency, IT Enabled Service, Travel Agent, Agro based firms (incl. Agro Processing/Seed/GM), Real Estate, Developer, Importer, Power

• Masters
• Diploma

• Master’s degree in Human Resources/ Public Administration/ Business Administration/ Management, or a related field.

• Preference will be given to have a Professional Diploma in HR.

• 10 to 12 years
• The applicants should have experience in the following business area(s): Advertising Agency, IT Enabled Service, Travel Agent, Agro based firms (incl. Agro Processing/Seed/GM), Real Estate, Developer, Importer, Power

Experience:

• Minimum 10 to 12 years of experience in an HR leadership role, preferably in a fast-paced or start up environment.

• Preferable to have working experience to manage HR in international/MNC organization.

• In-depth knowledge of HR best practices, labour laws, and regulations.

• Training & Development, Compensation & Benefits, Organizational Development, Conflict management, Recruitment and selection, Leadership and teamwork, Grievance Handling, Employee Engagement, Diversity Inclusion

Competencies:

• Ability to align HR initiatives with business objectives and influence decision-making at all levels.

• Strong analytical mindset with the ability to use HR metrics and data to drive solutions.

• Exceptional interpersonal skills to build trust and collaborate effectively with stakeholders.

• Strong HR network with HR professional groups

• Proficient in computer applications, including MS Word, Excel, PowerPoint, and email communication, customize HRIS/ HR ERP system.

• Ability to handle sensitive and confidential information with discretion.

• Willingness to travel frequently, if required.

• Commitment to promoting diversity, equity, and inclusion within the organization.

• Experience in working in agile environment and leading cross- functional teams

• Strong business acumen with the ability to align technology solutions with organizational goals

• Comfortable working in a dynamic, fast-evolving environment and navigating ambiguity.

• Excellent communication skills with the ability to negotiate and mediate conflicts

• Excellent in written and oral English and Bangla

• Excellent analytical skills including the ability to critically reflect and learn from the experience.

About Vision Bangladesh- Health & Education Society

Vision Bangladesh Health & Education Society stands as a unique example of social entrepreneurship in action, advancing holistic development through innovative, impact-driven enterprises. Rooted in the belief that sustainable social progress can be fueled by strategic business interventions, Vision Bangladesh has established and nurtured a portfolio of entrepreneurial ventures that address critical needs across healthcare, technology, renewable energy, and eco-tourism.

Through these diverse yet interconnected entrepreneurial initiatives, Vision Bangladesh Health & Education Society exemplifies a model where social goals and business innovation intersect, creating a lasting impact across communities, sectors, and regions.

Role Overview

The HR Manager of Vision Bangladesh- Health & Society is a strategic and people-driven lead role of Vision Bangladesh Health & Education Society. This role is ideal for a proactive professional with a passion for driving business impact through HR initiatives. The HR Manager will act as a key advisor to leadership, fostering a high-performance culture, strengthening talent development, and ensuring seamless HR operations for the four companies under Welcare Group BD.

Employment Type : Full-Time, Onsite job.

Key Responsibilities

Talent Acquisition:

• Partner with Hiring Managers: Work closely with hiring managers to assess recruitment needs, devise tailored strategies, and provide expertise in defining ideal candidate profiles for each role.
• Source & Screen Talent: Efficiently source, screen, and interview potential candidates, ensuring a seamless progression of candidates through the recruitment stages.
• Coordinate Interview Process: Schedule and lead interview debrief sessions to facilitate timely and informed hiring decisions.
• Drive Offer Strategy: Develop and execute closing strategies, providing candidates with the necessary information to make their decision-making process smooth and transparent.
• Evaluate Recruitment Success: Monitor the effectiveness of various recruitment methods, drawing insights to refine and optimize the talent acquisition process.
• Enhance Candidate Experience: Lead initiatives to ensure a positive experience for candidates and new hires, setting the stage for a successful journey within the company.

Strategic HR Partnership

• Serve as a strategic advisor to business leaders, understanding organization objectives and aligning HR strategies to drive business growth.
• Act as a trusted partner for employees and leadership, providing guidance on people-related matters such as workforce planning, talent retention, and organizational development.
• Lead organizational design and change management initiatives to optimize team structures and drive efficiency.
• Drive HR digital transformation by optimizing HRIS, automating processes, and leveraging data-driven decision-making.
• Investigate and resolve workplace issues, ensuring compliance with safeguarding policies and maintaining a secure and inclusive work environment.

Talent Management & Development

• Develop and execute talent acquisition strategies to attract, hire, and retain top talent.
• Oversee the full-cycle recruitment and selection process, ensuring alignment with organizational goals.
• Implement and manage leadership development programs, succession planning, and career growth initiatives to foster internal mobility and leadership readiness.
• Conduct Training Need Analysis (TNA) to identify skill gaps and develop strategic employee growth plans.
• Drive engagement and retention strategies by analyzing employee pulse check data and implementing action plans for continuous improvement.
• Conduct exit interviews, analyze data trends, and implement retention strategies to improve employee satisfaction and reduce turnover.

HR Operations & Compliance

• Ensure HR policies and practices comply with local labor laws and company standards.
• Partner with cross-functional teams to optimize HR processes, including payroll, benefits administration, and HRIS management.
• Develop and implement HR policies, processes, and Standard Operating Procedures (SOPs) to align with legal requirements whole companies.
• Oversee performance management frameworks by implementing SMART KPIs and feedback mechanisms.
• Implement Performance Improvement Plans (PIP) for underperforming employees, integrating SMART KPIs to enhance workforce capability.
• Monitor key HR metrics (e.g., turnover rates, engagement scores, time-to-fill) and use data-driven insights to inform decision-making.
• Duty of care management; e.g. staff insurance, medical health care legislative support, etc.

Employee Relations & Culture Building

• Champion a culture of diversity, equity, and inclusion by driving initiatives that enhance belonging and collaboration.
• Provide coaching and support to managers on performance management, conflict resolution, and employee development.
• Design and execute employee engagement programs to foster a positive workplace culture.
• Organize and support culture-building initiatives, employee engagement programs, and well-being initiatives.
• Manage onboarding, offboarding, and separation processes, ensuring smooth HR operations.

Safeguarding and Duty of Care

• Serve as the focal point for staff Duty of Care and Safeguarding, providing guidance, support, and training, and coordinating with staff and relevant wellbeing partners, including hospitals, psychosocial service providers, and insurance companies.
• Ensure the effective implementation of the Child Protection Policy (CPP) and operational risk management within the assigned area of responsibility and across project teams; promptly escalate and report any identified concerns or incidents to the head of the organization.
• Support the monitoring and follow-up of protection cases, allegations, or actual and potential violations of the Child Protection Policy, under the supervision of the head of the organization.

• Other Benefits: As per company policy