Description

Role Purpose

The Manager - Talent Acquisition & People Systems will be a hands-on operator responsible for strengthening Get Levrg's recruitment engine and building practical people systems across hiring workflows, screening rubrics, candidate tracking, onboarding handoff, HRIS/data hygiene, dashboards, and HR documentation.
 

This is a Manager-level role, not a Head of HR or department leader position. The person in this seat will work concurrently with the existing HR Manager - Operations, with a complementary mandate: this role focuses on talent acquisition quality, hiring process design, people systems, workflow discipline, and data visibility, while HR Operations continues to own core day-to-day employee operations.
 

The role requires strong people judgment, but the core differentiator is systems-level execution. Success means turning recruitment and people workflows from ad hoc coordination into repeatable, measurable operating processes that help Get Levrg hire stronger people, assign ownership clearly, and support a high-performance Bangladesh operations hub.
 

Key Responsibilities

1. Build the Talent Acquisition Operating System

• Build the end-to-end talent acquisition workflow from role intake through offer acceptance and onboarding handoff.
• Ensure every role has a clear business case, job value definition, hiring rubric, interview scorecard, and decision criteria before recruitment begins.
• Translate founder and department head requirements into structured hiring workflows that reduce ambiguity, improve candidate quality, and support faster decisions.
• Build repeatable processes for sourcing, screening, shortlisting, assessments, interviews, reference checks, offers, and hiring manager feedback.
• Create a consistent operating rhythm for recruitment updates, funnel reviews, hiring priorities, blockers, and decision follow-ups.
• Institutionalize a sales-like discipline in recruitment: pipeline visibility, conversion tracking, stage accountability, and clear next actions.

2. Manage Recruitment Operations & Quality-of-Hire

• Manage recruitment operations across Bangladesh for service delivery, customer success, operations, product, HR, manager-level, and other priority roles.
• Build screening rubrics that test aptitude, English comprehension, communication, professionalism, role-specific skill, and culture fit.
• Improve quality-of-hire by strengthening early screening, practical assessments, structured interviews, and hiring manager calibration.
• Identify the best sourcing channels for senior and specialized talent, including direct sourcing, referrals, agencies, professional networks, and targeted outreach.
• Manage candidate experience with timely communication, clear expectations, and professional process hygiene.
• Track funnel conversion, source quality, time-to-hire, offer acceptance, 90-day performance, and early retention to continuously improve hiring decisions.
• Partner with leaders to ensure Get Levrg hires for capability, insight, communication quality, and role fit, not only task coordination or availability.

3. Build People Systems, SOPs & Workflow Visibility

• Map current recruiting and people workflows, then help redesign priority processes for hiring, onboarding handoff, employee documentation, candidate records, lifecycle tracking, issue visibility, and manager follow-up.
• Create practical SOPs, checklists, templates, escalation rules, and service-level expectations for recurring HR processes.
• Move HR-related work away from informal task ownership and toward documented workflows with clear drivers, approvers, contributors, and informed stakeholders.
• Establish weekly and monthly operating rhythms for hiring updates, people systems implementation, candidate pipeline reviews, onboarding handoffs, workflow adoption, and leadership reporting.
• Ensure recruiting and people systems are easy for managers and HR team members to follow and do not depend on individual memory or manual chasing.
• Use workflow tools such as Monday.com, Google Workspace, Notion, Airtable, or similar systems to create operational visibility and accountability.

4. Support HRIS, ATS, People Data & Dashboarding

• Support the selection, configuration, implementation, and adoption of an HRIS, ATS, or fit-for-purpose people operations system for Bangladesh operations.
• Define requirements for employee records, leave and attendance, onboarding, offboarding, performance history, document storage, approvals, and reporting.
• Build dashboards that give leadership visibility into hiring funnel health, headcount, attrition, retention signals, onboarding completion, HR operations SLAs, and performance process adoption.
• Create data standards so employee records, hiring trackers, compensation records, performance documents, and HR files are accurate, current, and easy to access.
• Reduce manual HR administration through templates, automation, workflow configuration, and stronger data discipline.
• Help ensure the HRIS, ATS, or operating system becomes the single source of truth for candidate data, people data, and lifecycle workflows.

5. Support KPI-Driven Onboarding, Performance & Capability Building

• Partner with leadership and HR Operations to define role expectations, scorecards, KPIs, check-in rhythms, and performance documentation standards across functions.
• Support the creation of role definitions, leveling inputs, career pathway documentation, and promotion logic that help employees understand expectations and growth paths.
• Build structured onboarding handoff programs that help new hires become role-ready within the first 30, 60, and 90 days.
• Help managers use KPIs effectively for coaching, feedback, accountability, PIPs, promotions, and performance calibration, in partnership with HR Operations.
• Identify retention risks early by tracking manager feedback, performance signals, engagement trends, attendance patterns, and employee concerns.
• Create practical training and enablement workflows in partnership with HR Operations and functional leaders, especially where SOP adherence and capability building are critical.

6. Support HR Team Responsibility Mapping & DACI Adoption

• Help assess the current HR team's strengths, skillsets, workflow ownership, and role fit against the new Talent Acquisition & People Systems model.
• Identify where responsibilities should be clarified, reassigned, redesigned, supported, or elevated based on actual capability and business need.
• Build and maintain a DACI matrix across priority HR and recruiting workflows to define Drivers, Approvers, Contributors, and Informed stakeholders.
• Use the DACI matrix to reduce overlap, close ownership gaps, and clarify how this role works alongside the HR Manager - Operations.
• Support HR team members in adopting stronger process discipline, documentation hygiene, follow-through, communication, and internal customer service.
• Surface capability gaps clearly to leadership and recommend whether gaps should be solved through training, reassignment, external support, or future hiring.

7. Partner with HR Operations on Compliance, Employee Relations & Policy Workflows

• Partner with the HR Manager - Operations to ensure people workflows remain compliant, well-documented, and consistent with Bangladesh employment requirements, while using external experts where specialized legal or compliance depth is required.
• Coordinate with HR Operations, Finance, Operations, leadership, and external HR or compliance partners on documentation, employee records, contracts, disciplinary process tracking, and policy implementation workflows.
• Handle sensitive employee or candidate matters with maturity, discretion, fairness, and documentation discipline when involved in the process.
• Help operationalize policies into usable workflows so managers and employees know what to do, when to escalate, and who owns the decision.
• Support consistent employee relations workflows, including issue tracking, documentation support, manager coordination, and escalation visibility, while HR Operations remains the primary day-to-day owner.
• Ensure policies are not only written, but adopted through communication, training, workflow design, and accountability.

8. Partner with Founders, COO, Department Leaders & HR Operations

• Act as a systems and recruiting partner to leadership on talent acquisition, people systems, onboarding readiness, performance enablement, HR workflow visibility, and workforce planning inputs.
• Convert leadership direction into executable workflows, trackers, dashboards, SOPs, scorecards, and accountability routines.
• Advise department heads on role clarity, hiring requirements, assessment design, onboarding readiness, and people risk signals.
• Provide concise updates that highlight decisions needed, risks, bottlenecks, trade-offs, and recommended next actions.
• Bring a builder mindset to HR by continuously identifying where process, data, ownership, or systems can improve speed, quality, and decision-making without creating unnecessary overlap with HR Operations.
   

Required Qualifications

• 5+ years of experience in Talent Acquisition, Recruitment Operations, People Operations, HR Operations, Business Operations, or a related systems-building role.
• 2+ years of experience managing recruitment workflows, projects, systems, trackers, or cross-functional operating processes in a fast-paced organization.
• Demonstrated ability to build processes from scratch, document workflows, create rubrics, define ownership, and drive adoption across teams.
• Strong recruitment operations experience, including structured screening, scorecards, candidate funnels, interview coordination, and hiring manager alignment.
• Strong analytical and systems-thinking capability; able to turn ambiguous people problems into workflows, metrics, dashboards, and operating rhythms.
• Experience implementing or managing HRIS, ATS, workflow tools, people dashboards, or structured trackers.
• Strong written and verbal English communication skills, with the ability to create clear documentation, rubrics, SOPs, and leadership updates.
• Comfortable working hands-on in execution rather than only managing from a distance.
• Strong stakeholder management with founders, senior leaders, hiring managers, HR Operations, HR team members, candidates, and external partners.
• High judgment, confidentiality, and maturity when handling employee issues, sensitive information, and people-related decisions.

Preferred Experience

• Experience in a startup, scale-up, offshore services, tech-enabled services, BPO, SaaS, agency, or operations-heavy environment.
• Experience professionalizing a recruiting, talent acquisition, people operations, or HR operations workflow.
• Experience designing hiring rubrics, aptitude screens, communication assessments, practical assignments, or structured interview kits.
• Familiarity with Bangladesh employment practices, HR operations, employee documentation, leave and attendance processes, and compliance coordination.
• Experience working with North American stakeholders, global teams, or customer-facing operating environments.
• Prior exposure to project management, business systems, RevOps, Sales Ops, Product Ops, or process engineering is a strong advantage.
• Experience using tools such as Monday.com, Google Workspace, Notion, Airtable, ClickUp, Asana, HRIS platforms, ATS tools, or dashboard/reporting systems.
• Comfort with automation and practical AI-assisted workflows that improve documentation, screening, analysis, and HR operating efficiency.

Core Competencies

• Builder mindset: Creates structure where there is ambiguity and does not wait for perfect conditions to start improving the system.
• Systems thinking: Sees HR as an operating model made up of workflows, data, ownership, controls, and feedback loops.
• Talent judgment: Can identify strong candidates through structured evidence rather than instinct alone.
• Operational discipline: Builds repeatable processes, dashboards, SOPs, scorecards, and follow-up routines.
• Execution excellence: Moves from idea to implementation quickly and ensures adoption, not just documentation.
• Analytical rigor: Uses funnel data, quality-of-hire signals, attrition trends, performance data, and workflow SLAs to improve decisions.
• Documentation hygiene: Creates clear, usable, maintained documentation that teams actually follow.
• Stakeholder influence: Can align founders, leaders, hiring managers, HR Operations, HR team members, and external partners around new ways of working.
• Change management: Introduces structure without overwhelming teams and helps managers adopt new processes.
• Confidentiality and fairness: Handles sensitive people matters with discretion, maturity, and consistency.

Key Performance Indicators

• Time-to-hire, stage conversion, source quality, offer acceptance rate, and candidate drop-off rate.
• Quality-of-hire measured through 90-day performance, hiring manager feedback, onboarding completion, and 6-12 month retention where applicable.
• Percentage of active roles with complete job value definition, role intake, screening rubric, interview scorecard, and assessment process.
• Mandatory screening completion rate for aptitude, English comprehension, communication, and role-specific capability.
• HRIS, ATS, or people operations system implementation progress, adoption, data integrity, and workflow SLA compliance.
• HR operations SLA performance for documentation, onboarding, offboarding, leave, attendance, employee records, and issue resolution.
• DACI matrix completion and adoption across core HR and recruiting workflows.
• Manager adoption of performance scorecards, check-in templates, review cycles, and documentation standards.
• Onboarding completion and 30/60/90-day role readiness outcomes for new hires.
• Leadership satisfaction with hiring discipline, people systems visibility, reporting quality, and operating responsiveness.

Why us:

- Fully sponsored thrice-a-week lunches.

- Bi-annual festival bonuses as per local regulation.

- Menstrual leaves for female employees. (Conditions apply)

- Year-end 1 week-long holiday marking Christmas and New Year's.

-Be part of a fast-growing international marketing agency serving North American clients.

-Competitive compensation packages tied to performance KPIs, with more employee perks in development.

-Work in a high-performance, fun, and politics-free environment.

-Collaborate closely with leadership and cross-functional teams.

-Gain exposure to global marketing standards and best practices.

-Grow your career in an organization that values ownership, ideas, and continuous learning.

-Make a visible impact as we scale and strengthen our presence in Bangladesh.