Unilever Bangladesh
JOB TITLE: HEAD OF HR DEPARTMENT
Employee code : HR/2310
Level : Managerial Level
Position Type : Local Position ( Should have collaboration with Unilever global)
Report to : Managing Director
Salary : BDT 500,000.00
Duties and Responsibilities:
Responsible for developing, executing, and adjusting the people agenda across four
functions like: Trustful Relationship, Competitive Advantage, Value Added, and HR
Team.
Responsible for making talent strategy & succession planning, performance
management, organizational design, capability building, D&I initiatives, other culture
programming, employee relation escalations.
In each Leadership Team, the job is to both bring the human element as an advocate
for employees, and help each group prioritize their work relative to their people.
Knowledge of Agile methodology will help contribute to operations and overall
steering of the functional agendas.
As a coach to these leaders, the position will have a responsibility, and lots of
opportunities, to positively impact the culture of their teams.
Evaluate job descriptions and act as Chairman of Job Evaluation Committee.
Develop an integrated HR information system.
Evaluate job analysis of any required position
Evaluate compensation process
Working conditions: Normal. Eight hours per day. Five days a week.
Specimen of job specification
Be an independent thinker, unafraid to challenge the status quo or be the only
dissenting voice
Should have strong judgemental and initiative capabilities
Shift seamlessly between the strategic and the tactical
Bring a fundamental belief in the need for both diversity and inclusion in all we do
Have strong emotional intelligence and be a consensus-builder to bring leaders and
teams to alignment and action
Navigate a highly matrixed local and global organization with knowledge of
Unilever’s ways of working
Build relationships with employees at all levels in the organization
Be purpose-driven, to help push each leader to live their purposes, too
Connect the dots between the business agenda and the HR toolkit
Parse data to understand people insights, and translate them to actions
Have the emotional intelligence to effectively partner and influence a people agenda
Education and Qualifications:
BA/BS or equivalent experience required. MBA or Masters is desirable;
PGD in HRM will be an added advantage
5-7+ years of experience as HR Manager/HRBP;
People management experience
Excellent verbal & written communication skills
Experience successfully partnering executives across functions in leading for a people
agenda;
Experience as a project manager leading and delivering cross-functional change
initiatives;
Proven track record of successfully working in a complex, matrixed organization to
deliver results.
1. Job analysis has been considered the cornerstone of human resources management.
Precisely how does it support managers making pay decisions?
For making a successful payment system or decision we must analysis a job appropriately.
There are some reasons we can say Job analysis has been considered the cornerstone of
human resources management.
It provides us meaningful as well as an accurate information about any job position.
It establishes similarities & differences in the work contents of the jobs. For example:
In educational institution teachers can work in same position but in different
department. We can easily identify what could be their pay structure by doing job
analysis.
By doing job analysis we can establish an internally fair & aligned job structure and
also a fair pay structure. It can motivate the employees and develop their productivity
level. Organization can retain skilled employees by this process.
We can find the proper candidate of any position as the position tells details about the
job role, knowledge, skills abilities and other requirements. Thus it facilitates proper
publicity of job.
Job analysis is required for Selection of psychological test. If necessary, by
mentioning some psychological abilities we can easily sort the right king of people for
any position.
It helps to organize a purposeful interview by which we can select a requires person
for any position in any organization.
For conducting an appropriate medical examination job analysis is also very helpful.
Some jobs have uncommon sense demands, such as sight, smell, hearing
Job analysis help to determine right kind of employee in right place and right time. It
also Facilitates promotions & transfers of employees.
In a nutshell, Job analysis is necessary for smooth Recruiting & selection decisions,
Performance appraisal, Job evaluation-wage & salary decisions (compensation), Training
requirements, promotion, transfer etc. This is a reliable method of doing all these task.
2. Describe the major decisions involved in job analysis.
The major decision involve in job analysis are: finding a right king of people in right time
and right place. Because every organization wants an efficient employee with mental
aptitude, knowledge on human psychology and others criteria. Group of productive and
efficient employee as per the organizational need can shape the organization well.
We need to determine the time when do we need to perform the job analysis, what kind of
information is necessary, what kind of job need to perform, how many people will be
involved, what will be the result of the job analysis. For solving the questions, we have to
look at job description. Because it provides the answer of three questions while designing job
description of a particular position- What is to be done? How is it to be done? & Why to be
done? We have to put the role prescription and responsibilities of the particular job
requirement in this part. We have to mention the remuneration packages and other benefits
except salary so that the candidate become interested to join in the organization. We have to
mention if the job is hazards or not. If the position demands any sort of special requirement
such as: sense demands, such as sight, smell, hearing. We should mention if the job is mostly
physical demanding job or needs mental aptitude or both.
We should do job specification as well where we include the following information Details of
the various qualifications, education, skills, knowledge, abilities, physical characteristics &
other relevant personal characteristics.
So for performing job analysis well we have to go through job description and job
specification process appropriately.
