Senior Manager-HR & Admin

Job Description

Title: Senior Manager-HR & Admin

Company Name: HOPE Foundation for Women & Children of Bangladesh.

Vacancy: 1

Age: 40 to 55 years

Job Location: Cox`s Bazar

Salary: Negotiable

Experience:

Published: 1-01-01

Application Deadline: 2026-10-20

Education:

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

• Age 40 to 55 years

Skill

HR Policy, HR Strategy, HRIS Administration, Human Resource Management

Education

Master’s degree in Management / Public Administration, or an MBA with major in Human Resource Management (HRM) / Management from a recognized university.

Additional Requirements

·        Minimum 12 years of progressive HR experience, including at least 5 years in a senior HR leadership role.

·        Experience in developing HR policy, HR Strategic Plan, organogram, service rules, recruitment policy, training policy, Key Performance Index (KPI), Job Descriptions/Specifications/Evaluations and other related policies are prime requisite.

·        Hands-on experience with HRIS/HRMS platforms, HR analytics, and data-driven workforce planning.

·        Experience in NGO/INGO is preferred.

·        Exposure to leading telecom or technology-driven organisations - such as those practicing people strategies - will be considered a strong advantage.

·        Track record of driving Gender Diversity, Equity & Inclusion (DEI) programmes in a structured manner.

·        Sound knowledge of the Bangladesh Labour Act 2006 (as amended), Bangladesh Labour Rules 2015, and applicable government service regulations.

Position Summary

The Senior Manager (HR & Admin) is a senior leadership role responsible for building and sustaining a professional, people-first, compliant, and high-performing Human Resources and Administrative function at Hope Foundation.

Job Responsibilities

A. People Strategy & Organisational Development

·        Develop, own, and continuously evolve a comprehensive People Strategy

·        Institutional roadmap and annual HR plan.

·        Lead organisational design, job architecture, grading, and workforce restructuring.

·        Drive succession planning and leadership pipeline development to build organisational depth and resilience.

·        Champion a ‘People-First’ culture: one that values employee growth, wellbeing, inclusion, and institutional performance in equal measure.

Talent Acquisition & Employer Branding

·        Oversee end-to-end recruitment and selection in compliance with service rules and applicable procurement guidelines.

·        Develop a transparent, merit-based, structured, and timely hiring process — including structured assessments and competency-based interview frameworks.

·        Build employer brand to attract top talent

·        Establish and manage a Management Trainee / Next Generation Leaders programme to develop future leaders from within.

·        Manage structured onboarding programmes, including digital induction platforms, to accelerate new-hire productivity.

C. Learning & Development

·        Design and implement a comprehensive annual Learning & Development plan covering all levels of staff.

·        Build a blended learning ecosystem: in-person training, e-learning platforms (e.g. Coursera, LinkedIn Learning, or equivalent), and specialised leadership programmes.

·        Establish a Learning Management System (LMS) or digital learning portal accessible to all employees.

·        Design and run leadership development and succession interventions for middle and senior management.

D. Compensation, Benefits & Total Rewards

·        Design and maintain a competitive, equitable, and appropriate total rewards framework.

·        Oversee payroll processing, provident fund, gratuity, and all statutory deductions in full compliance with the Bangladesh Labour Act and Income Tax Ordinance.

·        Conduct periodic salary benchmarking and present findings and recommendations to management.

·        Ensure salary-band discipline, internal pay equity, and transparency in benefits administration.

·        Introduce Long-Term Incentive (LTI) mechanisms or recognition schemes for critical talent retention

E. Performance Management & Accountability

·        Design and institutionalise a robust Annual Performance Appraisal system using agreed KPIs.

·        Introduce OKR (Objectives and Key Results) frameworks for senior leadership, consistent with modern practice in leading organisations.

·        Establish a continuous feedback culture: regular check-ins, mid-year reviews, and structured developmental conversations.

·        Manage Performance Improvement Plans (PIPs) with fairness, consistency, and documentation discipline.

F. Employee Engagement, Wellbeing & Inclusive Culture

·        Develop and execute annual employee engagement strategies, including structured engagement surveys and action planning.

·        Lead Gender Diversity, Equity & Inclusion (DEI) programme with measurable annual targets, following standard model

·        Drive an anti-sexual harassment compliance framework and maintain a functioning Anti-Sexual Harassment Committee as required.

·        Promote employee wellness programmes: mental health awareness, work-life balance initiatives, and in-house health facilities.

·        Establish a structured, impartial, and documented grievance redressal system ensuring timely resolution.

·        Lead internal communications: staff newsletters, town halls, and transparent information-sharing with all employees.

G. HR Operations & Legal Compliance

·        Ensure full compliance with the Bangladesh Labour Act 2006, Bangladesh Labour Rules 2015, and all applicable government service and regulatory requirements.

·        Maintain and regularly update HR Policy Manual / Service Rules and Standard Operating Procedures (SOPs).

·        Manage personnel records, service files, leave management, and all HR documentation with accuracy, confidentiality, and audit readiness.

·        Oversee HR audit processes, governance reporting, and statutory returns to regulatory authorities.

·        Handle disciplinary proceedings, show-cause notices, and termination processes with strict adherence to due process and natural justice.

·        Coordinate with legal counsel for labour-related disputes or regulatory queries.

H. Administration & Facilities Management

·        Oversee office administration, asset management, logistics, travel management, and facilities operations across all premises.

·        Ensure smooth, uninterrupted administrative support for all divisions and project teams.

·        Manage vendor contracts, Rental Agreements, office supplies, and administrative budgets efficiently.

·        Maintain a safe, secure, and well-maintained work environment in compliance with fire safety, Health, Safety & Security (HS&S) standards.

·        Coordinate with building management, security services, housekeeping, and utility providers.

·        Support event management for workshops, conferences, stakeholder events, and institutional programmes.

I. HR Digital Transformation & People Analytics

·        Lead the selection, procurement, implementation, and optimisation of an HRIS/HRMS platform suited— enabling self-service for leave, payroll, appraisal, and attendance.

·        Deploy an HR chatbot / digital helpdesk for employee policy queries and HR services — reducing operational load and improving employee experience.

·        Build a people analytics capability: dashboards and regular workforce insight reports covering headcount, attrition, gender diversity, learning completion, and performance distribution.

·        Explore and pilot responsible use of HR tools to modernise talent acquisition.

·        Ensure data security, confidentiality, and compliance with relevant data protection standards in all HR systems.

• Festival Bonus: 1