Senior Manager/Manager- Human Resources

Job Description

Title: Senior Manager/Manager- Human Resources

Company Name: Ismartu Technology Bd Ltd (ITBL)

Vacancy: 1

Age: Na

Job Location: Dhaka (GULSHAN 2)

Salary: Tk. 80000 (Monthly)

Experience: --

Published: 2026-07-21

Application Deadline: 2026-08-20

Education:

Requirements: --

Skills Required:

Additional Requirements:

Responsibilities & Context:

Ismartu Technology BD Limited is a subsidiary of Transsion Holdings, a company dedicated to becoming a leading provider of smart devices and mobile services in global emerging markets. Our portfolio includes popular smart brands such as TECNO, itel, Infinix etc. With a commitment to building a high-performing and people-centric organization, the company is seeking an experienced and strategic Senior Manager/Manager – Human Resources.

Position Summary:

The Senior/Manager – Human Resources is responsible for leading the overall Human Resources function by aligning HR strategies with organizational goals and business priorities. The role provides strategic and operational leadership across Organizational Development, Talent Acquisition, Learning & Development, Performance Management, HR Operations, Payroll Governance, Compliance, HR Analytics, and Employee Engagement. The incumbent will ensure effective HR governance, drive organizational capability, support business transformation, and foster a high-performance culture through best HR practices and continuous process improvement.

Core Responsibilities:

1. HR Strategy & Organizational Development

• Develop and implement HR strategies that support organizational objectives and long-term business growth.

• Partner with business leaders to align people strategies with departmental and organizational priorities.

• Lead organizational development initiatives to enhance organizational effectiveness, workforce capability, and employee experience.

• Drive organizational culture transformation by promoting company values, employee engagement, and a high-performance work environment.

• Develop, review, and continuously improve HR policies, Standard Operating Procedures (SOPs), and governance frameworks to ensure consistency and operational excellence.

• Support organizational restructuring, workforce planning, and change management initiatives while ensuring smooth implementation and stakeholder alignment.

• Recommend and implement HR best practices to improve organizational efficiency and effectiveness.

2. Payroll Governance

• Oversee payroll governance to ensure timely, accurate, and compliant payroll processing.

• Review payroll inputs, salary adjustments, deductions, benefits, and other compensation-related information for accuracy.

• Ensure compliance with statutory requirements, company policies, and payroll governance standards.

• Coordinate payroll administration with relevant internal stakeholders to ensure smooth processing.

• Support payroll audits, process improvements, and implementation of internal controls to minimize payroll risks.

3. Talent Acquisition

• Oversee end-to-end recruitment activities across all business units, ensuring timely and quality hiring.

• Lead recruitment for leadership, strategic, and confidential positions with a high degree of professionalism and confidentiality.

• Develop recruitment strategies, sourcing plans, and talent pipelines to meet current and future workforce requirements.

• Establish competency-based selection and assessment processes to improve quality of hire and hiring decisions.

• Strengthen employer branding initiatives to enhance the organization's reputation as an employer of choice.

• Oversee campus recruitment, internship, and graduate hiring programs to build future talent pipelines.

• Monitor recruitment metrics and continuously improve hiring efficiency, candidate experience, and recruitment processes.

4. Performance Management

• Design, implement, and continuously improve the organization's performance management framework.

• Develop and monitor Key Performance Indicators (KPIs) and performance appraisal processes to ensure fairness and alignment with business goals.

• Facilitate performance calibration sessions to maintain consistency and objectivity across departments.

• Monitor the implementation of Performance Improvement Plans (PIPs) and provide guidance to managers on performance-related matters.

• Support succession planning, talent review discussions, and identification of high-potential employees.

• Provide guidance to managers and employees on performance management policies and best practices.

5. HR Operations and Shared Services

• Lead end-to-end HR Shared Service operations ensuring operational excellence and service consistency.

• Oversee onboarding, probation confirmation, transfers, promotions, employee movements, and separation processes.

• Ensure proper documentation and employee lifecycle management.

• Improve HR service delivery through SLA-based service management.

• Drive HR process standardization, automation, and continuous improvement initiatives.

• Ensure seamless coordination between HR Operations and HR Centers of Excellence.

• Supervise HR Helpdesk operations and employee support services.

• Maintain high standards of employee experience across all HR touchpoints.

6. Learning and Development

• Develop and implement organization-wide learning and development strategies aligned with business and workforce needs.

• Conduct Training Needs Analysis (TNA) to identify competency gaps and development priorities across functions.

• Design and coordinate leadership development, managerial capability, and functional training programs.

• Develop annual learning calendars and monitor implementation of planned training initiatives.

• Oversee internship, graduate development, and early-career talent development programs.

• Evaluate training effectiveness using feedback, performance outcomes, and business impact to ensure continuous improvement.

• Foster a culture of continuous learning and professional development throughout the organization.

7. Compliance and Governance

• Ensure full compliance with Bangladesh Labour Law and other applicable statutory and regulatory requirements.

• Develop, review, and maintain HR policies, procedures, and governance frameworks in line with legal and organizational requirements.

• Lead HR compliance reviews and internal audits while ensuring timely resolution of audit observations.

• Monitor employee documentation and statutory records to ensure completeness and regulatory compliance.

• Provide guidance to management on HR policies, labor regulations, and compliance-related matters.

• Promote ethical HR practices and effective governance across all HR functions.

8. Strategic HR Initiatives

• Lead and manage strategic HR projects aligned with organizational priorities and business objectives.

• Collaborate with cross-functional stakeholders to ensure effective project implementation and sustainable outcomes.

• Evaluate project effectiveness and drive continuous improvement through structured governance and change management.

9. Stakeholder Management

• Act as a strategic HR partner to business leaders by providing professional HR advice and solutions.

• Collaborate with department heads to understand workforce requirements and support business objectives.

• Coordinate with internal departments to ensure effective execution of HR initiatives and projects.

• Manage relationships with external service providers, consultants, training partners, and recruitment agencies as required.

• Support cross-functional projects and organizational initiatives by providing HR expertise and coordination.

10. HR Analytics

• Develop and maintain HR dashboards and workforce reports to support strategic decision-making.

• Analyze key HR metrics, trends, and workforce data to identify opportunities for improvement.

• Prepare periodic HR reports and presentations for senior management and leadership.

• Provide data-driven insights to support workforce planning, talent management, and organizational development initiatives.

• Recommend process improvements based on HR analytics and business requirements.

10. Team Leadership

• Lead, coach, mentor, and develop HR team members to enhance individual and team performance.

• Set departmental objectives, KPIs, and performance expectations aligned with organizational goals.

• Conduct regular performance reviews, provide constructive feedback, and identify development opportunities.

• Allocate responsibilities, monitor work progress, and ensure timely completion of departmental deliverables.

• Promote collaboration, accountability, continuous improvement, and a positive team culture within the HR function.