Manager/ Sr. Manager (Compliance)

Job Description

Title: Manager/ Sr. Manager (Compliance)

Company Name: HAMKO Group

Vacancy: 1

Age: Na

Job Location: Anywhere in Bangladesh

Salary: Tk. 70000 - 80000 (Monthly)

Experience: --

Published: 2026-04-27

Application Deadline: 2026-05-27

Education:

Requirements: --

Skills Required:

Additional Requirements:

Responsibilities & Context:

I.             Liaison with Buyer’s CSR Team

•             Regular Communication: Act as the primary point of contact between the factory and the buyer’s CSR/compliance team.

•             Audit Coordination: Schedule and coordinate social, environmental, and technical audits (e.g., SMETA, BSCI, WRAP, Higg Index, GRS).

•             Report Submission: Share compliance documents, corrective action plans (CAPs), and progress updates as per buyer timelines.

•             Clarify Standards: Understand and interpret buyer-specific codes of conduct or ethical sourcing guidelines, and communicate them clearly within the factory.

II.            Ensuring Factory Compliance

•             Policy Implementation: Develop, enforce, and update factory policies in line with local laws and buyer expectations (e.g., labor rights, health & safety, working hours, wages).

•             Training Programs: Conduct regular employee training sessions on compliance topics such as anti-harassment, occupational safety, and ethical labor practices.

•             Monitoring & Internal Audits: Perform regular self-assessments and internal audits to ensure standards are met continuously—not just before third-party audits.

III.           Handling Non-Compliance and Remediation

•             Corrective Action Plans: Work with relevant departments to create and implement CAPs for any non-compliance findings.

•             Follow-up and Documentation: Maintain detailed records of actions taken, and follow up to ensure full resolution.

•             Transparency with Buyers: Communicate openly about challenges or delays in remediation, offering realistic timelines and proof of ongoing efforts.

IV.          Recordkeeping and Documentation

•             Maintain up-to-date records of:

o             Audit reports

o             Training attendance

o             Grievance records and resolutions

o             Safety incidents and corrective actions

o             Wage and working hour documentation

V.            Risk Management

•             Proactively Identify Risks: Recognize areas of potential non-compliance (e.g., peak production times leading to excessive overtime).

•             Mitigation Strategies: Develop proactive measures to prevent violations, including improving worker welfare, updating equipment, or shifting production plans.

VI.          Stakeholder Engagement

•             Worker Committees: Facilitate or support the establishment of worker-management dialogue platforms (e.g., welfare committees, grievance mechanisms).

•             Local Authorities/NGOs: Maintain contact with local labor departments, fire safety officials, or third-party consultants as needed.