Description

About the role

This role will build and scale a high-performing people function for a fast-growing organization, owning the full talent lifecycle from hiring to fostering a strong, performance-driven culture. This role is critical to the company's upcoming business plan, ensuring the recruitment of exceptional talent, the creation of clear career pathways, the strengthening of training and capability development, and, most importantly, establishing the organization as one of the best places to work in Bangladesh.

You will operate both strategically and hands-on: setting the People roadmap while directly executing the programs, systems, and operating rhythms required to support a rapidly scaling, KPI-driven business.

Key Responsibilities

Core Competencies

• Builder mindset: creates structure where there is ambiguity.
• High standards: hires and develops exceptional talent; pushes for excellence.
• Systems thinker: institutionalizes repeatable people processes (HRIS, scorecards, cycles).
• Culture carrier: shapes behavior through systems and leadership influence.
• Trust & discretion: handles sensitive issues with maturity and fairness.
• Execution excellence: ships programs, drives adoption, measures outcomes.
• Coaching orientation: helps leaders become better managers.

Key Performance Indicators (KPIs)

• Time-to-hire, offer acceptance rate, and funnel conversion rates.
• Quality-of-hire (90-day performance + 6/12-month retention).
• KPI-based performance system adoption (scorecards coverage %, check-ins compliance %, review completion %).
• Performance distribution and calibration health (fairness + documentation quality).
• Onboarding completion + role readiness outcomes (30/60/90 days).
• Engagement score + action plan completion.
• Internal promotions/mobility rate and career pathway adoption.
• HRIS deployment success (go-live date, data integrity, adoption/utilization metrics, workflow SLAs).
• HR operations SLAs (documentation, policy adherence, issue resolution).

Talent Acquisition & Workforce Planning

• Own hiring strategy and execution across Bangladesh (operations, service delivery, tech, HR, leadership).
• Build a scalable recruiting engine: sourcing, screening, structured interviews, scorecards, reference checks, offers.
• Drive workforce planning with department heads (headcount plans, role clarity, leveling, succession coverage).
• Improve time-to-hire and quality-of-hire through process discipline and funnel analytics.

KPI-Driven Performance System, Career Pathways & Org Development

• Design and implement role definitions, leveling, and career pathways across functions.
• Build and institutionalize a KPI-driven performance management system.
• Role scorecards and KPIs by function/level.
• Weekly/biweekly check-in templates and expectations.
• Quarterly/biannual review cycles with calibration.
• Promotion, PIP, and rewards governance.
• Train managers to use KPIs effectively (coaching, feedback, accountability, documentation).
• Partner with leadership to set performance expectations and reinforce a culture of excellence.

Learning & Training Initiatives

• Own training strategy: onboarding, role-based enablement, upskilling, leadership programs.
• Build structured onboarding programs and ensure role readiness standards are met (30/60/90-day outcomes).
• Partner with functional leaders to operationalize SOP training and continuous improvement.

Culture, Engagement & Retention

• Define and operationalize our culture principles—translate values into everyday behaviors and systems.
• Create engagement rhythms (pulse surveys, skip-level listening, recognition programs, team rituals).
• Own retention strategy: identify churn risks early, improve manager practices, strengthen career mobility.
• Lead initiatives that strengthen belonging, clarity, pride, and performance discipline.

HRIS Deployment, People Ops & HR Excellence

• Lead selection, deployment, and adoption of an HRIS (Bangladesh + future scalability).
• Requirements gathering, vendor selection, implementation plan.
• Data migration, role-based access, and workflow configuration.
• Employee lifecycle workflows (onboarding/offboarding, leave, attendance, documents).
• Performance and review modules (scorecards, reviews, history).
• Ensure HR operations are strong: policies, attendance/leave, documentation, compliance, payroll coordination.
• Strengthen employee relations: conflict resolution, investigations, coaching, fair and consistent practices.
• Build documentation standards and ensure the HRIS becomes the single source of truth.

Compensation, Benefits & Rewards

• Support compensation frameworks aligned with market competitiveness and performance.
• Manage benefits strategy (insurance, wellness initiatives, allowances), and ensure strong communication.
• Build recognition and reward systems that reinforce performance and culture.

People Analytics & Reporting

• Build and maintain a People dashboard: hiring funnel, time-to-hire, retention, engagement, review outcomes.
• Track KPI attainment by team/function (in partnership with department heads) and drive action plans.
• Use data to advise leadership on risk areas (attrition, capability gaps, performance distribution).

Skills & Qualifications

• 8+ years of experience in HR/People roles, including leadership responsibility.
• Strong written and verbal communication in English.
• Up to date with current HR standards, trends, and technology.
• Hands-on operator mindset with a 'rolls up their sleeves' attitude; able to build from scratch and execute end-to-end.
• Proven experience scaling hiring in a fast-paced company (startup/high-growth preferred).
• Demonstrated experience implementing or leading an HRIS rollout (selection, deployment, and adoption).
• Strong understanding of KPI-based performance management, career frameworks, and manager enablement.
• Hands-on operator mindset: can build from scratch and execute end-to-end.
• Strong judgment, confidentiality, and ability to handle sensitive matters professionally.
• Excellent stakeholder management with founders/leadership teams.
• Experience building HR/People systems in a services, operations-heavy, or tech-enabled organization.
• Familiarity with workflow/project tools (e.g., monday.com, Notion, Google Workspace).
• Exposure to employer branding, campus recruiting, or talent communities.

Why us:

- Fully sponsored thrice-a-week lunches.

- Bi-annual festival bonuses as per local regulation.

- Menstrual leaves for female employees. (Conditions apply)

-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.