Head Of Human Resource And Training

About BRAC International

BRAC International (BI), a leading non-profit organization, is on a mission to empower people and communities facing poverty, illiteracy, disease, and social injustice. Our vision is to create a world free from exploitation and discrimination, where everyone has the opportunity to realize their potential. We design proven, scalable solutions that equip people with the support and confidence they need to achieve their potential.

BRAC was founded in Bangladesh in 1972 and over the last five decades has grown to become one of the world’s largest non-governmental organisations (NGOs), reaching over 100 million people. We started our first international operation by venturing into Afghanistan in 2002, building on lessons from our work in Bangladesh to support a nation devastated by war. Currently operating in 16 countries across Asia and Africa. Born, proven and led in the Global South, BRAC International brings a unique Southern perspective and commitment to continuous learning, providing a depth of insight, experience and evidence to meet the needs of diverse communities with humility and courage across Asia and Africa. To learn more about BRAC International, please visit (www.bracinternational.org.com)

About the Role

The Head of HR and Training is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. HHR provides strategic leadership by articulating HR needs and plans to the executive management team and shareholders.

Key Responsibilities

Lead the development and implementation of high-quality Human Resource department strategic plan and ASP relevant to the local context and the organisational priorities.
Maintains organisation staff by establishing recruiting, testing, interviewing, orientation, deployment and capacity development program; guiding managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
Prepare and submit standard monthly, quarterly and annual reports and other supporting documents to the supervisor and relevant partners.
Maintains employee benefits programs and informs employees of benefits by studying and assessing the benefit needs and trends; recommending benefit programs to management.
Ensure legal compliance by monitoring and implementing applicable human resources by conducting investigations, maintaining records and representing the organization at hearings.
Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
The incumbent in charge of the HR team in terms of recruitment, supervision, annual performance appraisal and capacity development.
Uphold the BRAC vision, mission, core values and policies including an effective .
Implementing functional HRMS, Payroll system and internal databases across all departments and locations.
Conduct ongoing analysis of the organisation, monitoring and interpreting trends and key HR metrics
Capability building – the development of people and processes to ensure the delivery of HR services across the country and ensure greater employee engagement, motivation, and productivity.
Provide HR leadership; collaborate with the management team to design and implement Strategies to support organizational growth and culture.

Safeguarding Responsibilities

Establish a safeguarding culture by implementing the safeguarding policies, taking programme decisions with the do-no-harm principle, mitigating safeguarding risks and maintaining a safe working environment where staff feel encouraged to voice concerns without fear of retaliation.
Introduce a mandatory safeguarding agenda in monthly meetings for continuous dialogue & reminders as part of creating a safeguarding culture.
Report safeguarding incidents witnessed or experiences to the Safeguarding department. For known cases, maintain neutrality, be sensitive and non-judgemental to victims/survivors, and cooperate with organisational investigations providing accurate information as needed.

Academic Qualifications

Bachelor’s degree in a related field or Human Resource Management
Master’s degree in human resource management/ business administration/ Organization Psychology/ related field or professional HR qualifications is an added advantage.

Required Skills, Competencies & Knowledge

Strategic thinking and planning
Leadership and management
Communication and interpersonal skills
Change management
Legal and compliance knowledge
Business acumen
Analytical and problem-solving skills
Emotional intelligence
Ability to work in a multi-ethnic and multicultural environment
Ability to prioritize tasks and delegate them when appropriate.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Experience Requirements

Minimum of 7 years of experience in HR leadership roles, with a proven track record of success in a large, complex organization. INGO experience is preferred
Demonstrated knowledge of HR best practices, laws, and regulations.
Strong leadership and management skills, with the ability to motivate and develop a high-performing team.
Excellent communication and interpersonal skills, with the ability to build strong relationships and influence others.
Strong problem-solving and analytical skills, with the ability to identify issues and develop and implement effective solutions.
Ability to work independently, manage multiple priorities, and deliver results in a fast-paced and dynamic environment.
Strong business acumen, with the ability to understand and align HR strategies with overall business objectives.
Demonstrated experience in developing and implementing talent management, compensation and benefits, employee relations, and training and development programs.
Ability to work effectively with all levels of employees, from front-line staff to senior management.

Application Process

External candidates are recommended to email their Resume with a cover letter and any supporting documents to recruitment.bi@brac.net mentioning a brief academic background, career summary, core competence, professional certifications (if any) etc. within 250 words. Internal candidates are recommended to apply with their latest Resume including all job assignments in detail and a cover letter mentioning core competence and career aspiration with BRAC PIN and email to internal.bi@brac.net copying their immediate reporting manager.

Please mention the name of the position and AD# BI # 26/25 in the subject bar.

Application Deadline

15 May 2025

BRAC Commitment

BRAC is committed to safeguarding children, young people and adults, and expects all employees and volunteers to share the same commitment. We believe every stakeholder and every member of the communities we work with has the right to be protected from all forms of harm, abuse, neglect, harassment, and exploitation - regardless of age, race, religion, and gender, status as an individual with a disability or ethnic origin. Therefore, our recruitment policy and procedure include extensive background checks and disclosure of criminal records in order to ensure safeguarding to the fullest extent.

“BRAC International is an equal opportunities employer”