Role Purpose: The Human Resources Manager will be responsible for leading, strategically influencing, and effectively planning, designing, developing, and evaluating human resource initiatives that support the organization’s strategic goals, aligned with the Country Strategic Plan (CSP). The role will also lead and facilitate HR and Organizational Development (OD) processes to build an effective, people-focused organization. Key responsibilities include workforce planning, ensuring high-quality and timely staff recruitment, talent management, learning and development, performance management, employee engagement, and staff care/wellbeing.

The incumbent will advance Concern’s localization agenda from an HR perspective, including partner organization development, capacity sharing, and risk management. This position will directly contribute to partner assessments, provide technical HR support, develop capacity-building plans for partner staff, and lead HR monitoring and support visits.

The Human Resources Manager will promote a positive organizational culture and ensure efficient work processes. The role is critical in ensuring Concern has competent and empowered human resources within a fair, diverse, inclusive, and respectful workplace, aligned with best practices in people management. Additionally, the Human Resources Manager will serve as a Safeguarding and PSEA Focal Point, and be an active member of the Security Management (SMP) group and the Equality, Diversity, and Inclusion (EDI) group.

Main duties & responsibilities:

Strategic HR Management:

• Preparing and implementing a comprehensive Human Resources strategy to support the delivery of Concern Worldwide's strategic plan, in line with the driving forces of the organisation.
• Ensuring HR policy and procedural documents are regularly reviewed and updated, incorporating feedback from staff, best practices in Human Resource Management, and following Bangladesh labour law and other legislation, as well as Concern Worldwide's Human Resources policy.
• Developing and building systems and appropriate tools to improve the effectiveness of the Human Resource Management and support consistency across the organization.
• Supporting human resource planning during programme and project proposal stages

Partnership Localization Support: HR Assessment, Capacity Sharing, and Technical Assistance

• Conduct the partner assessment process as part of the CILPAT Team, focusing on the Human Resources component, to finalize and prepare the action plan for partner organizations.
• Develop and maintain a tracker to monitor whether partners are progressing in the identified areas, and update the scores on a yearly basis.
• Organize capacity-sharing sessions for partner organizations and facilitate relevant training.
• Visit partner organizations to provide organizational development and technical support, ensuring that HR policies, procedures, and systems meet the standards outlined in the partnership agreement and the jointly agreed action plan.

HR Operation Management:

• Advisory role on day-to-day HR operations; develop robust systems, policy, and practice on people management in complex emergencies.
• Providing guidance to Managers on how to handle and improve employee relations issues 
• Ensure ongoing monitoring of compliance with HR policy, including spot checks, informal assessments, and discussions with colleagues, analysing the results, and making appropriate changes in policy or procedures.
• Liaise with other NGOs, local service providers, and field management to ensure that salaries and benefits for nationally recruited staff are aligned with similar organizations, comply with local labor legislation, remain within budget, and regularly assist in benchmarking salaries and benefits for staff.
• Ensuring the effectiveness of the HRIS system, staff records management, and relevant data are available for decision-making purposes.
• Administering the monthly payroll and other fringe benefits, annual HR planning, and budgeting for HR and capacity development support.
• Ensuring the best and innovative approach in recruitment to attract high-quality candidates, who have the competencies and experience required to meet the organisation’s needs, and a proactive, learning attitude to contribute to organisational effectiveness.
• Ensuring high-quality consultants are hired in a timely way, based on needs, to bring new ideas to improve the effectiveness of our work and increase our organizational understanding.
• Ensuring proper induction process for newly recruited staff, onboarding, and on-the-job support.
• Providing back-up support to the Operations Director to ensure all legal, contractual, and statutory requirements are met for the organisation's progress within the framework, and comply with the laws and legislation of the country
• Reviewing and monitoring individual contract agreements made by and between Concern and third parties, ensuring that the national laws are respected to enable the organisation to be free from legal obligation.
• Where necessary handle disciplinary actions, investigations, and termination procedures in line with due process and organisational policy. 

Capacity Building, Performance Development, and Talent Management:

• Enabling effective staff performance management through mentoring, coaching, and formal performance development review (PDR) processes.
• Leading the development of an annual training plan, which will be from an Organizational Development lens and based on a training needs analysis and learning needs from the Performance management and yearly objective setting cycle.
• Leading partner assessment process for the Human Resources part, finalizing the evaluation, and preparing the support plan and learning exchange for partner organization, and visiting the field/partner office for adequate HR support.
• Supporting team members to enable them to give their best, e.g., by encouraging and praising good performance, coaching, assisting staff to prevent or resolve problems, providing resources, tools, and equipment in a supportive and professional manner.
• Supporting the team to encompass HR analytics as a part of their competence and achieve their key performance indicators (KPIs).

Safeguarding, COC, Wellbeing, Equality, Diversity and Inclusion:

• Ensuring enough measures are taken for safe programming, safety at work, and minimum risk of fraud, misconduct, and other risks associated with human resources.
• Ensure the implementation of Concern’s “Safeguarding in employment cycle” and safeguarding strategy
• Ensuring the best strategy, approach, and practice to ensure equality, diversity, and inclusion (EDI) is built into the system.
• Ensuring equality of opportunity and the absence of discrimination through ensuring equality, diversity, and

inclusion in all human resources support and people-related activities throughout the organisation.

• Promoting an organisational culture, which demonstrates equality, diversity, caring attitudes, professionalism and integrity towards all staff; and an open environment where staff feel safe, valued, respected and empowered.
• Promoting a diverse organisational environment, valuing and respecting the differences that people bring with them is essential to strengthen organizational effectiveness.
• Ensuring all HR policies and practices are regularly reviewed from an equality, diversity and inclusion (EDI) perspective, and include best practices on family-friendly, gender sensitive and work-life balance approaches.
• Ensuring staff wellbeing through best HR practices.
• Fostering commitment to the highest standards by ensuring all staff, partners, and other visitors understand and adhere to Concern’s code of conduct and Associated Policies.

Accountability 

In line with Concern’s commitments under the Core Humanitarian Standard (CHS): 

• Actively promote meaningful community participation and consultation at all stages of the project cycle (planning, implementation, M&E); 
• Work with relevant colleagues to ensure that the Complaints and Response Mechanism (CRM) is functional and accessible, that feedback and complaints are welcomed and addressed. 
• Work with relevant colleagues to ensure that information about CRM, safeguarding, and expected staff behaviour is disseminated among programme participants and communities. 
• All managers are responsible for upholding and promoting Concern’s values, demonstrating leadership on workplace equality, diversity and inclusion, and role modelling a positive safeguarding ethos.
• All managers are required to participate in any emergency response as and when required actively.

Key requirements:

• Graduation in Human Resources Management from a reputed university is required. A Master's degree or MBA with a major in Human Resources will be preferred.
• At least 6 years of proven experience in strategic and operational HR across multiple functional areas, including a minimum of 3 years in a managerial-level position at the organizational level within a development organization or NGO.
• Proven operational HR track-record - experience of providing a senior generalist HR service to managers across a full range of HR issues
• S/he is expected to have sound skills in handling and advising on complex people management issues
• Ability to work in a challenging environment, maintain a positive team dynamic, excellent interpersonal skills/ ability to manage multicultural teams
• Strong communication skills with excellent written and spoken ability in English and Bangla, and proficiency in Microsoft Office (Word, Excel, Outlook) are other pre-requisites. Knowledge of the Bangla  Keyboard  is desirable, as this position will be expected to  draft and formulate policies both in English and Bangla
• Ability to work independently and with minimum supervision.

Competencies:

competencies required to be effective and successful in the role.

Candidates are expected to demonstrate abilities in the following priority competency areas:

We encourage all eligible candidates, irrespective of gender, ethnicity or origin, disability, political beliefs, religious beliefs, sexual orientation, or socio-economic status to apply to become a part of the organisation. Concern is against all forms of discrimination and unequal power relations and is committed to promoting equality. 

If you feel that your qualification and experience match our requirements, and you have a shared commitment to Concern’s values, please email the completed Job Application Form with photograph, National ID, TIN and all Educational Certificates to recruitment.bgd@concern.net.

Please mark the position applied in the email subject line.

Closing Date of Application: 25 December 2025

Notice: Due to the urgent requirement to fill in the position, we will review applications on a rolling basis within the mentioned period. If you consider yourself suitable, please apply at your earliest.

If you have any concerns about our recruitment process and need particular assistance - for example if you have a disability e.g. a hearing impairment - please let us know and we will do our best to respond to your needs.

Safeguarding at Concern: Code of Conduct and its Associated Policies

Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of vulnerable adults and children in our work. We will do everything possible to ensure that only those who are suitable to work or volunteer with vulnerable adults and children are recruited by us for such roles. Subsequently, working or volunteering with Concern is subject to a range of vetting checks, including criminal background checking.
                                                                                                                                    
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