Manager- People and Culture

About the role
The Manager – People and Culture is accountable for managing people in the organisation in such a way that helps recruiting and retaining the best core of people available.  The core purpose of this role is to create a superior team to manage development initiatives, develop a pro-people culture in organization, continuous improvement of quality, employee retention and development, and ensuring high performance. The post-holder and the team will maintain high ethical and professional standard in managing people and culture, creating a strong profile for the organisation in Bangladesh that builds credibility and demonstrates technological innovation.  As a member of the Bangladesh Senior Management team, position holder will collaborate closely with senior colleagues to ensure integration of approaches.   

The Manager – People and Culture plays a leadership role within the Senior Management Team accountable for the effective management of people and creating an enabling culture that drive the organization towards building our profile and achieve the change ambitions of Practical Action Bangladesh. S/he will provide leadership and management across all five-core areas of the strategy to strengthen organisational profile, lead and manage people, facilitate delivering performance, and achieving change and impact.  Accountabilities are indicated below with approximate level of effort against each.

Responsibilities:

Managing the regular People Management Functions                                                    30%

• Leading the overall operational and strategic management of the People & Culture department.
• Ensuring policy documents are regularly reviewed and updated incorporating feedback from staff, best practices in HRM and following Bangladesh labour and other legislation, as well as Practical Action global requirements.
• Performing advisory role on day-to-day HR operations in Cox’s Bazar Rohingya response operations; develop robust systems, policy and practice on people management in complex emergencies.
• Ensuring clear workflows and synergies between Head office and Cox’s bazar field office to increase efficiency and improve processes.
• Oversees the implementation of People Management programs through the team. Identifies opportunities for improvement and resolves problems.
• Oversees and manages the work of reporting People Management staff. Encourages the ongoing development of the People Management staff.
• Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates organisation use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
• Conducts a continuing study of all People Management policies, programs, and practices to keep SMT informed of new developments.
• Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.
• Prepares periodic reports for CD, as necessary or requested, to track strategic goal accomplishment.
• Develops and administers programs, procedures, and guidelines to help align the staff with the strategic goals and change ambitions of the organisation.

Training and Development                                                                                                  10%

• Coordinates all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Establishes an in-house employee training system that addresses organization’s training needs including training needs assessment, new employee onboarding or orientation, management development, the measurement of training impact.
• Assists managers with the selection and contracting of external training programs and consultants.
• Maintains employee-training records.

Hiring People for organisation                                                                                            25%

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire high quality staff.
• Interviews management of the candidates; serves as part of the interview team for position finalists.
• Coordinates any employee selection committees or meetings.

Managing Employee Relations                                                                                       10%

• Formulates and recommends People Management policies and objectives for the organisation on any topic associated with employee relations and employee rights.
• Partners with management to communicate People Management policies, procedures, programs, and laws.
• Conducts periodic surveys to measure employee satisfaction and employee engagement.
• Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the organisation. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves SMT recommendations for employment terminations.
• Leads the implementation of organisation safety and health programs.
• Reviews employee appeals through the organisation complaint procedure.

Compensation, Benefits and Legal issues                                                            10%

• Establishes the organization’s wage and salary structure, pay policies of the organisation.
• Leads competitive market research to establish pay practices that help to recruit and retain highly deserving people.
• Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Leads organisation compliance with all existing governmental and labour laws and government reporting requirements. Maintains minimal organisation exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws.
• Protects the interests of employees and the organisation in accordance with organisation People Management policies and governmental laws and regulations.

Organization Development                                                                                                   10%

• Designs, directs and manages an organisation-wide process of organization development that addresses issues such as succession planning, superior staff development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as organisation meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, and Intranet use.
• Manages a process of organizational planning that evaluates organisation structure, job design, and personnel forecasting throughout the organisation. Evaluates plans and changes to plans and makes recommendations to SMT and CD.
• Identifies and monitors the organization's culture so that it supports the attainment of the organization’s change ambition and promotes employee satisfaction.
• Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
• Keeps the CD and SMT informed of significant problems that jeopardize the achievement of change ambitions, and those that are not being addressed adequately at the line management level.

Managing Human Resources Information Systems (HRIS)                                                5%

• Manages the development and maintenance of the Human Resources sections of both the organization website, particularly recruiting, culture, and organizational information; and the employee Intranet, wikis, newsletters, and so forth.
• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.

About you

• Master degree in Human Resource Management, Organizational Development, and Social Sciences. Higher education relevant to Human Resources Management will be an added advantage.
• 10 years of experience including exclusive relevant experience for a national or international development organization. Experience can be relaxed for highly potential candidate.
• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to lead and develop HR department staff members.
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall organizational leadership and direction.
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
• General knowledge of various employment laws and practices. Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
• Excellent organizational management skills
• Ability to manage multiple responsibilities and to set priorities
• Excellent writing, analytical and communication skills
• Fluency in Bangla and English required
• Excellent ability to work with a virtual cross-functional team
• Familiar with the development sector in Bangladesh, contemporary issues and donor priorities

Why join us?          

The opportunity to work for an organisation that is making a positive difference to the lives of people worldwide, a friendly and supportive culture, working with values driven and highly engaged colleagues, work life balance and flexible working – these are just some of the reasons we think Practical Action is a great place to work. In addition, the compensation and benefit details are mentioned below:

Salary & benefits: Monthly Gross BDT 1,08,000 – 1,20,000  and other benefits i.e. Festival Bonus, Gratuity, PF, Insurance coverage as per organisation policy, subject to qualification and experiences.

About us

Practical Action is a global innovator, inspiring people to discover and adopt ingenious, practical ways to free themselves from poverty and disadvantage. We are a registered charity.
Improving harvests through planet-friendly farming innovations. Transforming lives through affordable, renewable energy. Reducing vulnerability created by climate change or disaster. Demonstrating sustainable ways to improve clean water access and sanitation. Unlocking economic opportunities that allow whole communities to thrive.
Just a few of the ways we help people unleash their potential and protect our world for future generations.
Practical Action’s (Bangladesh) main focus remains on:
Agriculture – for struggling smallholder farmers
WASH - for people living in urban slums and low income communities
Resilience – for people threatened by climate and natural disasters
Energy - for people without access to electricity or clean cooking

How to apply

Please apply online through uploading your CV mentioning two referees by 11 May 2019

We treat all applications for employment on their merits and do not take into consideration any factors that are not relevant to the job such as disability, race, age, religion, gender, gender reassignment or sexual orientation. Only shortlisted candidates will be called for interview.

Practical Action are committed to safeguarding and protecting children and vulnerable adults and as such candidates will be subject to pre-employment checks.

www.practicalaction.org