About the Role:

The Earth Society is seeking a visionary and meticulous Manager, HR (Head of HR) to lead our human capital strategy. This role is pivotal in transforming our HR function into a structured, people-centred department that balances rigorous legal compliance with a progressive organizational culture. The successful candidate will ensure that our HR systems not only meet the requirements of the Bangladesh Labour Act 2006 (amended) and donor mandates but also foster an environment where staff can thrive and contribute to our mission of environmental and social impact.

Responsibilities:

Strategic Leadership & Policy Development

• System Architecture: Design, implement, and periodically audit comprehensive HR policies, manuals, and Standard Operating Procedures (SOPs) aligned with international NGO best practices and national labour laws.
• Strategic Advisory: Act as a key advisor to senior management on human capital planning, organizational development, and change management.
• Framework Standardization: Create and manage a standardized suite of HR templates, including recruitment forms, performance appraisals, disciplinary notices, and exit protocols.

Talent Acquisition & Onboarding

• End-to-End Recruitment: Lead the full recruitment lifecycle, ensuring a merit-based, transparent, and inclusive process that attracts high-calibre professionals.
• Employer Branding: Enhance The Earth Society’s reputation as an employer of choice through professional job calls and networking within the development sector.
• Onboarding: Oversee a structured orientation program that integrates new hires into the organization’s culture, values, and operational workflows.
• Compliance, Risk & Contract Management
• Legal Excellence: Ensure 100% compliance with the Bangladesh Labour Act, government circulars, and donor-specific HR requirements.
• Contract Lifecycle: Manage the drafting and renewal of employment contracts, consultancy agreements, and internship/volunteer protocols, ensuring clear definitions of roles, benefits, and termination clauses.
• Audit Readiness: Lead HR-related internal and external audits, maintaining impeccable records that mitigate legal and financial risks.

Performance Management & Staff Development

• Appraisal Systems: Implement a robust, data-driven biannual performance appraisal system that links individual achievements to organizational goals.
• Growth Culture: Develop and execute an annual HR Capacity Building Plan, identifying training needs and coordinating leadership development and mentoring initiatives.
• Succession Planning: Identify high-potential staff and create pathways for internal growth and retention.

HR Operations & Employee Relations:

• Operational Oversight: Supervise daily operations, including payroll coordination, attendance, leave management, and staff benefits administration.
• Employee Relations: Serve as the primary point of contact for grievance handling and conflict resolution, ensuring a fair, ethical, and professional workplace.
• Digital Transformation: Establish and maintain a secure, updated HR Information System (HRIS) and physical database for accurate real-time reporting.

Office Administration:

• All type Office Administration work
• Office space management
• Utility management (electricity, internet, water)
• Asset Maintenance

Office maintenance and repairs