Manager/Senior Manager (Organization Development)- HR & Administraiton

Job Description

Title: Manager/Senior Manager (Organization Development)- HR & Administraiton

Company Name: Interstoff Apparels Limited

Vacancy: 01

Age: At least 35 years

Job Location: Gazipur

Salary: Negotiable

Experience:

• 8 to 15 years
• The applicants should have experience in the following business area(s): Garments, Textile

• Master of Business Administration (MBA) in Human Resource Management
• Master of Business Administration (MBA) in Management

• Certification in OD, HR Analytics, or Leadership Development preferred;

• 8 to 15 years
• The applicants should have experience in the following business area(s): Garments, Textile

• Age At least 35 years

Interstoff Apparels Ltd. is one of the largest apparel companies in Bangladesh, which focuses on a large volume of Exports abroad. The Organization began its journey in 2002. which composites through knitting, Dyeing, Sewing, printing, and embroidery. Interstoff Apparels Ltd. provides an outstanding professional growth environment for its employees. In these circumstances, we are looking for a candidate who is energetic, professionally goal-oriented, and well-mannered.

Job Summary

The Manager / Senior Manager – Organization Development (OD) will be responsible for driving organizational effectiveness, workforce capability, talent development, and HR transformation initiatives aligned with business strategy. The role will ensure continuous improvement in performance, employee engagement, leadership development, and HR processes across corporate and factory operations.

Key Responsibilities

1. Organizational Development & Change Management

• Design and implement OD strategies to enhance organizational effectiveness and productivity.

• Lead change management initiatives, including restructuring, process improvement, and cultural transformation.

• Support business growth through workforce planning and organizational design.

• Develop competency frameworks and job architecture across corporate and factory functions.

• Promote a high-performance culture aligned with the company vision and values.

2. Performance Management System (PMS)

• Develop and implement KPI-based performance appraisal systems.

• Ensure goal alignment between production, merchandising, and support functions.

• Monitor performance trends and provide actionable insights to leadership.

• Facilitate annual performance reviews, mid-year assessments, and feedback processes.

• Drive productivity improvement initiatives in the factory and office.

 3. Talent Management & Succession Planning

• Lead talent identification, succession planning, and leadership pipeline development.

• Develop Individual Development Plans (IDP) for high-potential employees.

• Implement assessment tools such as the 9-box grid, competency mapping, and career frameworks.

• Support internal promotions and career growth across business units.

 4. Learning & Development

• Conduct Training Needs Analysis (TNA) for corporate and factory employees.

• Design and execute leadership, technical, and behavioral training programs.

• Evaluate training effectiveness and ROI.

• Coordinate internal and external trainers and development partners.

• Develop onboarding and management trainee programs.

 5. Employee Engagement & Culture

• Develop employee engagement strategies to reduce turnover and improve retention.

• Lead recognition and reward programs.

• Conduct employee surveys, analyze feedback, and implement action plans.

• Foster positive workplace culture and industrial harmony.

• Collaborate with compliance and IR teams for worker engagement initiatives.

 6. HR Analytics & Digital Transformation

• Develop HR dashboards and analytics to support decision-making.

• Implement HRIS, automation, and digital HR initiatives.

• Monitor workforce productivity, absenteeism, turnover, and engagement metrics.

• Use data-driven insights to support strategic HR decisions.

7. HR Policy, Compliance & Administration

• Develop and review HR policies and SOPs aligned with the Bangladesh Labor Law.

• Ensure compliance with buyer COC (Code of Conduct), audits, and ethical standards.

• Coordinate with administration for workplace safety, facilities, and security.

• Support disciplinary procedures, grievance management, and employee relations.

• Collaborate with compliance, legal, and factory management.

8. Strategic HR Partnership

• Act as a business partner to top management.

• Align HR and OD initiatives with production targets and buyer expectations.

• Support manpower budgeting and workforce optimization.

• Provide insights on workforce productivity and cost efficiency.

• Mobile bill,Provident fund,Insurance
• Lunch Facilities: Partially Subsidize
• Salary Review: Yearly
• Festival Bonus: 2

• Transport/Dormitory Facilities

• Snacks facilities;

• Competitive salary package;