HR Speaks Consultancy & Facilitation

10/12/2025

🚀 𝗖𝗮𝗿𝗲𝗲𝗿 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝗮𝘁 𝗮 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗜𝗦𝗣 𝗖𝗼𝗺𝗽𝗮𝗻𝘆

𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻: 𝗦𝗿. 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 / 𝗔𝗚𝗠, 𝗛𝗥 (𝗜𝗦𝗣 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀)

We are looking for a dynamic and experienced HR professional to join our ISP business unit. The ideal candidate must have hands-on experience in the 𝗜𝗦𝗣 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗮𝗻𝗱 𝗮 𝗺𝗶𝗻𝗶𝗺𝘂𝗺 𝗼𝗳 𝟴 𝘆𝗲𝗮𝗿𝘀 𝗼𝗳 𝘁𝗼𝘁𝗮𝗹 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲.

𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 & 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀
• Proven experience working in the ISP sector is mandatory
• Minimum 8 years of overall experience in HR
• Strong leadership, communication, and people management skills
• Ability to drive HR strategies aligned with business goals

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 & 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀
• Attractive and competitive salary package
• Excellent career growth opportunities
• Comprehensive benefits as per company policy

𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗰𝗲𝘀𝘀
Interested candidates are requested to send their 𝘂𝗽𝗱𝗮𝘁𝗲𝗱 𝗿𝗲𝘀𝘂𝗺𝗲 to: 📩 [email protected]

𝗣𝗹𝗲𝗮𝘀𝗲 𝗺𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗵𝗲 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝗶𝗻 𝘁𝗵𝗲 𝘀𝘂𝗯𝗷𝗲𝗰𝘁 𝗹𝗶𝗻𝗲.
Only shortlisted candidates will be contacted for the interview.

📅 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗗𝗲𝗮𝗱𝗹𝗶𝗻𝗲: 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝟭𝟱, 𝟮𝟬𝟮𝟱

02/06/2025

🚫 “𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗺𝘆 𝗷𝗼𝗯” – 𝗔 𝗥𝗲𝗱 𝗙𝗹𝗮𝗴 𝗶𝗻 𝗔𝗻𝘆 𝗧𝗲𝗮𝗺 🚫
In any successful team, attitude matters just as much as skill. When a team member consistently avoids or neglects their assigned tasks, it's more than just a missed deadline — it's a clear sign of a 𝗹𝗮𝗰𝗸 𝗼𝗳 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 and a “𝗰𝗮𝗻’𝘁-𝗱𝗼” 𝗺𝗶𝗻𝗱𝘀𝗲𝘁.

✅ A “𝗰𝗮𝗻-𝗱𝗼” 𝗮𝘁𝘁𝗶𝘁𝘂𝗱𝗲 means:
Taking initiative, even when a task is challenging.
Owning responsibilities without excuses.
Supporting the team’s overall success, not just checking your own box.

❌ On the flip side, refusing to do an assigned task or consistently waiting to be pushed signals:
A lack of engagement.
Poor accountability.
Resistance to growth.

🎯 Every team thrives on mutual trust, responsibility, and proactive contribution. A true professional doesn’t ask, “Why me?” but instead says, “How can I help?” When someone avoids tasks, it reflects a mindset that says: "This isn’t my problem." But in high-performing teams, every task is everyone’s responsibility. Success starts with attitude. And the “can-do” spirit is where it begins. 🌟

Let’s foster a culture where 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲𝗱, 𝗶𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲 𝗶𝘀 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 and 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝘁𝗵𝗲 𝗻𝗼𝗿𝗺. Because in the end, 𝗮𝘁𝘁𝗶𝘁𝘂𝗱𝗲 𝘀𝗵𝗮𝗽𝗲𝘀 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.

09/04/2025

The HR Wins You Can’t Quantify - But Matter Most

We live in the age of analytics. But let’s be honest - some of our proudest moments in HR don’t come with a chart.

They come when…
🔹 When we retain top talent not through a bonus, but by offering a flexible role tailored to their needs.
🔹 A difficult manager becomes someone their team trusts, after patient coaching.
🔹 A fractured team finally speaks honestly and finds common ground.
These are the real wins. The ones that don’t show up on dashboards - but change the culture in ways no KPI can track.

Let’s never forget:
Behind every data point is a human story.
And HR? We’re the storytellers, the listeners, the bridge-builders.
So even when the numbers look flat - remember, you might’ve just kept a brilliant employee from walking away. That’s impact.

In my role, I’ve seen time and again how the most transformational outcomes come not from policies, but from people-first solutions.

HR’s value isn’t just strategic — it’s deeply human.

12/01/2025

This article focuses on improving the onboarding experience for new hires by tackling common challenges like unclear points of contact, feelings of isolation and information overload. It outlines a structured and supportive approach, including assigning onboarding buddies, connecting new hires with leadership, fostering team and companywide introductions, providing hands-on training, and offering ongoing support. The goal is to create a welcoming process that reduces anxiety, builds confidence, and helps new hires feel valued and connected from their very first day.

65% of New Hires Have No Clear Points of Contact for Questions. 23% of new hires cry within their first week - whether from imposter syndrome, information overload or negative interactions.

26/11/2024

Until companies start holding leaders accountable for their behavior, all that "culture building" is just expensive theatre. Leaders need to be more aware of their actions and behaviour. Words without actions are nothing.

If your HR doesn't have direct board access and veto power on leadership decisions, you're just paying for expensive paperwork.

18/12/2023

08/08/2023

[One the reputed company at Barisal; having footprint on ISP, Digital Agency, Real Estate, Food & Beverages, Chain Restaurant, Convention Hall, Hospital & Diagnostics, LPG Plant etc]

Job Title: Senior Executive / Executive, HR & Admin

Location: Barisal Sadar [Candidates having permanent residence in Barisal will get preference]

Key Responsibilities:
• Process recruitment, i.e. prepare and disseminate vacancy announcement both internal and external, process applications/screening, fix schedules for interview, conduct reference check and further arrange for staff placement and organize staff orientation.
• Assist in Key Performance Indicator (KPI) drafting and record management;
• Support HR Department to build and execute HR strategy to achieve overall business goals.
• Issue official memo/circular and other disciplinary letters.
• Process monthly employee payroll on time and through the appropriate channels.
• Maintain and monitor HR related documents and staff personal records, e.g. contract papers, staff personal data, attendance, leave, training, performance appraisal etc.
• Monitor overall office discipline level for smooth ex*****on of day-to-day work as per company policy.
• Monitor overall office administrative matters, i.e. logistic support, transport management, event management, office cleanliness etc.
• Handling employee related issues and grievances in a transparent and impartial manner, as and when required.
• Provide support to officer/staff on daily HR issues.
• Supporting all kinds of HR & admin issues with the instruction of MD.

Education Requirements:
• BBA in HRM/Management from any reputed university
• PGDHRM will be preferred.

Experience:
• The incumbent needs to have similar kind of experience of minimum 02 years in a group of company.
• Freshers are also encourage to apply who has can do attitude.

Compensation & Benefits:
Excellent career opportunities with competitive salary & benefit packages.

Interested candidates are requested to send their updated resume at “[email protected]”
Please mention, “Senior Executive / Executive, HR & Admin” in the subject line.
Only shortlisted candidates will be called for the interview.

DEADLINE: August 18, 2023

Send a message to learn more

02/05/2023

[One the reputed company at Barisal; having footprint on ISP, Food & Beverages, Digital, Convention Hall, Hospital & Diagnostics, LPG Plant etc]

Job Title: Head of HR & Admin

Location: Barisal Sadar [Candidates having permanent residence in Barisal will get preference]

KEY RESPONSIBILITIES
• Human Resources Affairs in general and Administration which includes attracting manpower launching initiative for their retention, providing developmental opportunities for employees, compensation management, performance measurement/management.
• Monitoring & ensuring strict compliance of all HR related policies and procedures.
• Designing, implementing and reviewing training programs to meet specific department needs.
• Working closely with various departments/units in a coordinating role.
• Leading the HR team with proper assignment distribution, co-ordination, co-operation & follow up.
• Creating and periodically reviewing the HR policy and processes of the organizations and recommending suitable modifications.
• Effective handling of employee grievance and responsible for all statutory compliances under Labour Law.
• Maintaining the work structure by updating job requirements and job descriptions for all positions.
• Developing tools and support materials to help employees and their line managers in their appraisal process.
• Management of related operations and supervision of total utility facilities including liaison with service related organization of the Govt./Semi Govt./Private organization and look after total Security aspects of the company.
• To look after legal matters of the company in court and other authorities in Bangladesh.
• To look after all administrative matters relating to transport belonging to the company.
• Developing and enforcing company policies, SOP and procedures that contribute to team effort by accomplishing related results as needed.
• Any other assignment not detailed herein & felt conducive by Management as and when necessary.

JOB SPECIFICATION
Education Requirements
• MBA in HRM from any reputed university
• LL.B / PGDHRM will be preferred.

Experience:
• The incumbent needs to have similar kind of experience of minimum 08 years of which 3 years as Head of the department in a group of company.

Compensation & Benefits
Excellent career opportunities with competitive salary & benefit packages.

Interested candidates are requested to send their updated resume at [email protected]

Please mention, “Head of HR & Admin” in the subject line.
Only shortlisted candidates will be called for the interview.

DEADLINE: May 10, 2023

02/05/2023

[One the reputed company at Barisal; having footprint on ISP, Food & Beverages, Digital, Convention Hall, Hospital & Diagnostics, LPG Plant etc]

Job Title: Chief Financial Officer

Location: Barisal Sadar [Candidates having permanent residence in Barisal will get preference]

KEY RESPONSIBILITIES
• Formulate the company's future direction and supporting tactical initiatives
• Monitor and direct the implementation of strategic business plans
• Develop financial and tax strategies
• Manage the capital request and budgeting processes
• Develop performance measures and monitoring systems that support the company's strategic direction
• Manage the accounting, investor relations, legal, tax, and treasury departments
• Oversee the financial operations of subsidiary companies and foreign operations
• Manage any third parties to which accounting or finance functions have been outsourced
• Oversee the company's transaction processing systems
• Oversee employee benefit plans, with emphasis on maximizing a cost-effective benefits package
• Supervise acquisition due diligence and negotiate acquisitions
• Oversee the issuance of financial information
• Report financial results to the board of directors
• Understand and mitigate key elements of the company's risk profile
• Monitor all open legal issues involving the company, and legal issues affecting the industry
• Construct and monitor reliable control systems
• Maintain appropriate insurance coverage
• Ensure that the company complies with all legal and regulatory requirements
• Ensure that record keeping meets the requirements of auditors and government agencies
• Report risk issues to the audit committee of the board of directors
• Maintain relations with external auditors and investigate their findings and recommendations
• Monitor cash balances and cash forecasts
• Arrange for debt financing and equity financing

JOB SPECIFICATION

Education Requirements
• MBA / Masters in Finance from any reputed university
• CA/FCMA/FCA/CMA/CIMA will be preferred.
Experience:
• The incumbent needs to have similar kind of experience of minimum 12 years of which 3/5 years as Head of Finance/Finance Controller in a group of company.

Compensation & Benefits
Excellent career opportunities with competitive salary & benefit packages.

Interested candidates are requested to send their updated resume at [email protected]

Please mention, “Chief Financial Officer” in the subject line.
Only shortlisted candidates will be called for the interview.

DEADLINE: May 10, 2023

31/05/2022

A performance improvement plan (PIP) should be given to an employee with the full and genuine intention of helping them improve their performance and come out of that plan.

This shouldn't be an administrative task you have to do as a way of setting the ground to terminate that employee.

Instead, Managers should partner with HR to write a concrete PIP with examples of where they expect improvement along with measurable outcomes within x period of time. During that period, give that employee as much time as you can along with daily feedback to help them course-correct. Be involved in their improvement. Sometimes we just need a bit of time and support for things to click.

However, if you've done your best to help a teammate and there is no way for that employee to continue in the company, tell them, pay the severance and terminate the contract. Don't hide behind a PIP as a way out. That's insanely immoral and how bad culture starts seeping into your company.

With all the support should a teammate not be able to come out of a PIP, well, it will be clear to them why and it won't be a shock. That's an acceptable way for both parties to disconnect...on good terms and good understanding.