HR Manager
CARE Bangladesh

Career Opportunity


Position: HR Manager

This Position is open only for FEMALE candidates

CARE works in 95 countries and is one of the world's leading international humanitarian agencies working to help people achieve social and economic well being while being among the best in their fields. We also put women and girls at the center of our work because we know that we cannot overcome poverty until all people have equal rights and opportunities. We seek dynamic, innovative thinkers to further our mission. If you share our core beliefs that poverty is an injustice; poverty is solvable; and together, we have the power to end it then join us. Currently, CARE BD is looking for high potential Female candidates for its HR MANAGER Position.

If you are an experienced professional who not only aligns with our values, but also wants to make a difference, develop and inspire others, drive innovative ideas and deliver results – then we are looking for you.

Location: Based at CARE Bangladesh Dhaka Office.

The duration of the contract will be initially 5 (Five) years with high possibility of extension.

I.          Job Summary:  

The Human Resource Manager is primarily responsible for recruitment and all kinds of staff transitions and assisting Hiring Managers of Projects/Department/Units with HR services. S/he ensures that all recruitment and staff transition follows proper procedures and system, s/he also recommends for change and modification in HR policy and procedures to make HR services more efficient and effective. S/he assures that job applications receive a fair and impartial assessment. S/he is responsible for developing staffing processes that, over the time, will enable the CARE workforce to become truly diverse and gender-balanced. The Human Resource Manager is responsible to work closely with respective projects/departments/offices to ensure quality and timely HR services within the purview of the organizational policy. The incumbent also maintains relationship with HR Managers/Heads of other organizations, especially International NGOs, and have updated knowledge on current trends of the job market and development in HR field.

The incumbent is responsible for performing the functions relating to HR policy development/amendment and interpretation/clarification, and HR services, including but not limited to, grievance handling, salary changes, annual holiday list, performance management, talent review, PCF maintenance, disciplinary action, etc. The HR Manager will assist Director-HRD&M in dealing with all human resources management functions and work closely in critical issues, policy formulation and other HR matters. S/he takes charge of the department in absence of the Director.

 

II. Responsibility and Tasks

% of Time

Responsibility # 1: Recruitment Management

30%

  • Work with Director -HR, ACDs, Program Directors /Coordinators, and departmental heads to create inter-dependency among projects and HRM, determine and satisfy staffing requirements, through recruitment and promotion.
  • In view of agreed human resource requirement and budget, attract talents and ensure availability of right people at the right time using structured recruitment procedures and testing tools.
  • Introduce and oversee a fair and objective system for receiving and processing job applications. Oversee the e-recruitment system and maintain contact to the vendor for its improvement.
  • Expand Country Office capacity to “head-hunt” when potential candidates are not available through normal procedure.
  • Oversee the hiring and post-hiring processes, including discussions on salary and benefits and checking recruitment files.
  • Update the Hiring Managers on recruitment status on a regular basis.
  • Identify gaps and recommend to develop recruitment and selection processes.
  • Oversee full recruitment cycle and handle conflict of interest in CV sorting, making shortlist, forming recruitment board etc.
  • Assist hiring managers to manage staffing during project end period and recommend for retention and separation.

 

Responsibility # 2: Management of Staff Transition

20%

  • Ensure appropriate and timely action on requests concerning any kind of staff transition, such as transfer, promotion, short-term hiring, contract amendment, confirmation, and separation.
  • Identify and notify any action that deviates from policy and ensure proper and timely documentation of any exceptional cases related to staff transition.
  • Advise Director-HR to take necessary actions providing with staff information/record during staff transition.
  • Advise Director-HR for staff retention and initiate recruitment processes for the new project. 

 

Responsibility # 3: Assist in policy amendment, development and interpretation

10%

  • Update and formulate Human Resources policies and procedures, periodic review and update all these in consultation of Director-HR, in alignment with organizational HR policies and reflecting good practices in country context.
  • Assist in full implementation of the organization’s HR manual and provide clarification/explanation when necessary.
  • Compile policy changes that are circulated or any new policy, incorporate those in the manual, and assist to circulate to all concern for inserting those in the manual.

 

Responsibility # 4: Contribute to internal initiatives on GED, HRD, Performance Management, Talent Review and Emergency Response

10%

  • Participate on the appropriate Country Office task forces, committees and teams.
  • Oversee gender & diversity criteria in recruitment and retrenchment.
  • Provide orientation/clarification on performance management system.
  • Assist to conduct Talent Review sessions and implement review result as and when required.
  • Provide necessary assistance to Emergency Response Team and actively contribute during in disaster management.

 

Responsibility # 5: Staff Management within the department

10%

  • Staff recruitment
  • Performance Management
  • Coaching and Team building
  • Work load review and distribution
  • Staff Development
  • Staff separation

 

Responsibility # 6: Provide support to Director-HR in handling disciplinary issues

10%

  • Assist Director-HR in the area of appropriate disciplinary actions.
  • Liaise with CARE lawyer when necessary.
  • Review disciplinary cases and come up with opinion for action. Also review personnel policy, country laws before recommending actions.
  • Handle cases of show cause, suspension, dismissal, termination for appropriate actions.
  • Deal with staff grievance and recommend appropriate measures.
  • Counsel Program and Support Managers when dealing with disciplinary or grievance problems in order to provide them with the emotional guidance and support they require.

 

Responsibility # 7: Others

10%

  • Administer staff vendor in Pamodzi. Check and approve hardcopy of the vendor set-up form and maintain accuracy of staff data.
  • Manage international travel insurance for the staff as a focal point in CO level.
  • Manage staff Group Life Insurance agreement with vendor and make follow-up for its periodic review.
  • Facilitate JAC meeting and contribute ideas/thought for placing positions in appropriate grade in the salary matrix.
  • Network with other local and international organizations including other CARE Country Offices, on HR management issues and represent CARE Bangladesh in relevant HR forum.

 

 

III.        Reporting to:  

Director-HR

 

IV.        Working Condition:

Located in CBDO with 10% travel to Field Offices of CARE Bangladesh.

 

V.        Qualification and Experience:  

  • Master’s degree in an appropriate field.
  • At least five years’ experience in HR management with a large organization or company. Prior work experience in INGO/development organization will be considered as an advantage.
  • Knowledge of Bangladeshi labor law and employment “market”.
  • Demonstrated ability to analyze and use HR information and generate HR reports/documents.
  • Experience in testing and interviewing job candidates.
  • Knowledge of the major development issues in Bangladesh.
  • Good computer skills.
  • Excellent communication skill, both written and verbal in English and Bangla.

VI.        Core Competencies:  

  • Leading with vision and values.
  • Developing Team and contributing to Team success.
  • Customer focus.
  • Building partnership across work units.
  • Coaching and Counseling.
  • Facilitate change and promote new learning.

 

Candidates need to be highly motivated and committed to CARE Bangladesh’s vision, mission, and long term development work to significantly improve the lives of the most vulnerable and marginalized. Candidates must be capable of displaying great learning agility, support and encouragement of knowledge sharing across projects, to the ultimate benefit of all of CARE’s mission wide initiatives. 

This is an interesting time in the development of CARE as an organization which is shifting towards a program approach where it has developed longer-term impact visions to have MORE sustainable changes in the lives of the extreme poor and marginalized. CARE is looking for a HR Manager who will play a key role in the leadership of the for HRD&M Department whilst at the same time building a learning culture that promotes knowledge sharing across CARE and excellence. 

Compensation

Attractive remuneration package will be offered to the really deserving person. In addition, CARE offers PF, Gratuity, Bonus, Leave encashment, Life Insurance, Baby care facilities, working mother benefits etc.

Interested candidates meeting the above requirements should apply online through http://www.er-carebangladesh.org/care-recruitment/home on or before April 29, 2017. 

  • Women are especially encouraged to apply
  • Any persuasion will disqualify the candidates
  • Internal and external applicants shall be treated equally in the entire selection process.
 
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