Assistant Manager – HR & Administration – Greenland Technologies Limited

Job Description / Responsibility
• Prepare and maintain all kinds of HR Policy & Process, Admin Policy & Process, SOP with respect to Labor Laws & Rules, Recruitment Efficiency, Employee Retention Strategy
• Recruitment, Selection and placement as per competency requirement(Right people Right Place Right time Formulae), HR Nomenclature and maintain a master data bank of CV
• Prepare and maintain all kinds Pay roll activities & HRIS(Personal Data File)
• Maintain All kinds of Disciplinary activities & Procedures, Grievances, Separation policy as per Labor Laws & Rules
• KPI analysis as per Job description and Job analysis for Accurate Annual Performance appraisal preparation and promotion
• Maintain congenial working environment with continuous Motivation and Rewarding system
• Maintain Continuous Training & Development Tasks as per TNA(Training Need Analysis)
• Be a Integral part of Organization development and as a HR Business Partner
• Maintain and closely monitor of all kinds of Administrative activities(Vendor Selection, Transport Management, Driver Management, Canteen Management, Maintenance works,3rd Party management and other correlated tasks)

Job Nature

Educational Requirements
• BBA/ MBA (Major in HRM) from a reputed Public & Private University
• PGDHRM is mandatory (BIM Preferable)

Experience Requirements
• 6 to 8 year(s)

Job Requirements
• Age 28 to 36 year(s)
• Only males are allowed to apply.
• 6-8 Years in HR & Admin Position with proven track record and Minimum 02 years as Assistant Manager, HR & Administration in a reputed Trading/Engineering company
• Must functional know how of Labor Law & Labor Rules-2015, KPI Analysis( Based on Competency Mapping),PMS(Performance Management System),Dash board, HR Audit, HR Policy & Procedure, TNA Analysis, HR as a Business Partner Strategy.
• The candidate should be a Bangladeshi Nationality.
• The candidate must be skilled in computer.
• The candidate should be proficient in English.

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