Manager, HR & Talent Acquisition

Job Description

Title: Manager, HR & Talent Acquisition

Company Name: International Office Machines Ltd

Vacancy: 1

Age: Na

Job Location: Dhaka

Salary: --

Experience: --

Published: 2026-08-10

Application Deadline: 2026-08-31

Education:

Requirements: --

Skills Required:

Additional Requirements:

Responsibilities & Context:

1. Talent Acquisition & Workforce Planning

• Lead the end-to-end recruitment process, including manpower requisition, job posting, candidate sourcing, screening, interviewing, selection, offer management, and onboarding.

• Develop and implement strategic recruitment plans to attract qualified professionals across all business functions.

• Partner with department heads to identify current and future workforce requirements and develop succession plans.

• Maintain and enhance employer branding initiatives to position the company as an employer of choice.

• Establish and maintain talent pipelines through professional networks, educational institutions, recruitment agencies, and online platforms.

• Monitor recruitment metrics such as time-to-fill, cost-per-hire, quality-of-hire, and retention rates to improve hiring effectiveness.

2. Human Resources Operations & Administration

• Manage all HR operational activities, including employee records, contracts, confirmations, promotions, transfers, and separations.

• Ensure proper maintenance of employee databases, personnel files, and HR documentation.

• Develop, review, and implement HR policies, procedures, employee handbooks, and organizational guidelines.

• Maintain employee attendance, leave management.

• Coordinate with relevant departments to ensure smooth employee onboarding and offboarding processes.

3. Government Compliance & Policy Management

• Ensure full compliance with labor laws, employment regulations, and all government statutory requirements.

• Maintain all mandatory licenses, registrations, reports, and employment-related regulatory filings.

• Monitor changes in labor legislation and update internal policies accordingly.

• Conduct regular HR compliance audits to ensure adherence to company policies and legal requirements.

• Support management during labor inspections, government audits, and regulatory reviews.

4. Employee Relations & Engagement

• Foster a positive workplace culture that promotes employee engagement, diversity, teamwork, and productivity.

• Act as a trusted advisor to employees and management regarding workplace concerns and conflict resolution.

• Manage disciplinary processes, grievance handling, and employee counseling while ensuring fairness and compliance.

• Lead employee engagement programs, recognition initiatives, and corporate events to strengthen organizational culture.

• Conduct exit interviews and analyze employee feedback to improve retention strategies.

5. Performance Management & Organizational Development

• Design and administer performance management systems, including goal setting, appraisal processes, and performance reviews.

• Support managers in employee performance improvement planning and talent development initiatives.

• Identify high-potential employees and develop succession planning frameworks.

• Drive organizational development initiatives to improve productivity, efficiency, and employee capability.

• Prepare HR analytics and workforce reports for management decision-making.

6. Compensation, Benefits & Payroll Coordination

• Review and recommend competitive compensation and benefits programs aligned with market practices and organizational objectives.

• Coordinate payroll-related HR inputs, ensuring accuracy and compliance with company policies.

• Propose and implement employee insurance, allowances, medical benefits, and other benefits as per government policies.

• Conduct salary benchmarking and provide recommendations for annual salary reviews and incentive programs.

7. Learning, Development & Talent Management

• Identify organizational training needs and develop annual learning and development plans.

• Coordinate internal and external training programs, workshops, and leadership development initiatives.

• Evaluate training effectiveness and ensure continuous employee skill enhancement.

• Promote a culture of continuous learning, innovation, and professional growth.

8. HR Strategy & Business Partnership

• Act as a strategic HR partner to senior leadership by aligning HR initiatives with business goals.

• Develop and execute HR strategies that support organizational growth, workforce productivity, and employee retention.

• Prepare and monitor HR budgets, manpower plans, and departmental KPIs.

• Provide regular HR reports and insights to management on workforce trends, talent risks, and improvement opportunities.

• Mobile bill
• Salary Review: Yearly
• Festival Bonus: 2