Head of Organization Development

Job Description 

At our company, we hold an uncompromising stance against mediocrity, committing ourselves to work that delivers audacious impact and is fueled by a pioneering spirit of continuous progress and innovation. This ambition is supported by leadership grounded in courage and clarity—ensuring alignment, accountability, and purpose in everything we do. Integrity shapes how we hire, recognize, and develop talent, with a focus on potential, ambition, and long term growth. Together, we operate with collective strength, prioritizing meaningful results over unnecessary rituals and navigating challenges with unity and resolve. Above all, we remain steadfast and resilient, never losing sight of our commitments and continuously pushing forward through complexity with determination and purpose to create a better life for all. 

The Head of Organization Development is a strategic transformation partner. This is not a conventional HR role. You will build the people capability, talent architecture, leadership pipeline, and employer brand that powers Banglalink's strategic digital transformation across five high-growth verticals.

You need a digital-native talent mindset, the ability to design skills-based talent ecosystems, and the commercial conviction to make Banglalink the most sought-after employer for Bangladesh's next generation of digital, technology, and FinTech talent.

1. Talent Management

• Design and lead enterprise-wide frameworks for talent identification, succession planning, and leadership pipeline development across businesses verticals.

• Partner with Business Leaders and HR Business Partners to identify critical roles, strengthen succession readiness, and build future talent pipelines through skills-based workforce planning.

• Design programs to develop, engage, and retain talent through coaching, mentoring, cross-functional rotations, and stretch assignments that build future-ready leaders.

• Establish talent governance and analytics — leveraging succession analytics, skills mapping, and predictive people analytics to support data-driven talent decisions.

2. Learning & Leadership Development

• Lead the L&D strategy by identifying capability gaps, conducting enterprise-wide Training Needs Analysis, and delivering learning solutions aligned with business priorities.

• Design leadership development frameworks — executive coaching, mentoring, 360° feedback, and high-potential development programs — for emerging, mid-level, and senior leaders.

• Drive a future-ready learning culture through digital learning, AI capability building, and continuous upskilling initiatives.

• Establish learning governance and analytics, measuring business impact and learning effectiveness through digital and AI-enabled platforms.

3. Culture

• Lead the culture and employee experience strategy to build a high-performance, inclusive, purpose-driven workplace by embedding company values into everyday practice.

• Lead culture transformation initiatives — employee engagement, change management, and recognition — that strengthen collaboration, innovation, and business performance.

• Partner with Business Leaders and HR Business Partners on employee listening, engagement surveys, and culture diagnostics to improve organizational health.

• Provide strategic culture insights through engagement analytics and workforce sentiment dashboards to support executive decision-making.

4. Employer Branding

• Own the Employer Branding strategy, defining and strengthening the Employee Value Proposition (EVP) to position the company as an employer of choice.

• Drive integrated branding initiatives across digital platforms, social media, university partnerships, and corporate events to build employer reputation.

• Partner with Talent Acquisition and Corporate Communications to deliver consistent brand experience across the employee lifecycle.

• Lead branding governance and analytics — measuring EVP effectiveness, employer brand perception, and industry benchmarking.

Academic Qualification

• BBA/MBA with specialization in Human Resource

Job Experience Required

• 10-12 years of relevant experience with at least 5-6 years’ experience in a leading Talent & Organization Development role

Required Capabilities

• Deep expertise in modern talent management: skills-based talent models, Critical Roles/Persons frameworks, succession architecture, and HIPO program design in a large or fast-growing organization.

• Digital transformation fluency — experience designing HR interventions for technology, FinTech, or platform businesses; comfortable with agile working models and digital product organizations.

• Learning architecture expertise: LXP/LMS platforms, AI-powered learning design, blended ecosystems, and rigorous L&D measurement (Kirkpatrick + ROI).

• Employer branding hands-on: LinkedIn Talent Insights, Glassdoor management, university partnerships, Top Employer / GPTW certification experience.

• People analytics capability: Power BI, Tableau, Visier, or equivalent — able to build dashboards and translate data into CEO-ready decisions.

• Change management experience — ideally from large-scale digital transformation or M&A-driven organizational change.

• Executive-level stakeholder management and influencing; able to align across matrix structures and VEON Group governance.

• Outstanding communication and leadership presence — operates credibly at CEO-1 and CEO-2 levels without hand-holding.