Manager, Talent Acquisition & People Systems

Company Description

Our client is a North American agency that supports tech-focused businesses by providing scalable offshore sales and marketing solutions. They help teams generate leads, optimize campaigns, and drive revenue growth without the operational overhead of building large in-house teams.


About the Role

The Manager - Talent Acquisition & People Systems will be a hands-on operator responsible for strengthening our client's recruitment engine and building practical people systems across hiring workflows, screening rubrics, candidate tracking, onboarding handoff, HRIS/data hygiene, dashboards, and HR documentation.

This is a Manager-level role, not a Head of HR or department leader position. The person in this seat will work concurrently with the existing HR Manager - Operations, with a complementary mandate: this role focuses on talent acquisition quality, hiring process design, people systems, workflow discipline, and data visibility, while HR Operations continues to own core day-to-day employee operations.

The role requires strong people judgment, but the core differentiator is systems-level execution. Success means turning recruitment and people workflows from ad hoc coordination into repeatable, measurable operating processes that will help our client to hire stronger people, assign ownership clearly, and support a high-performance Bangladesh operations hub.

Key Responsibilities

1. Build the Talent Acquisition Operating System

• Build the end-to-end talent acquisition workflow from role intake through offer acceptance and onboarding handoff.
• Ensure every role has a clear business case, job value definition, hiring rubric, interview scorecard, and decision criteria before recruitment begins.
• Translate founder and department head requirements into structured hiring workflows that reduce ambiguity, improve candidate quality, and support faster decisions.
• Build repeatable processes for sourcing, screening, shortlisting, assessments, interviews, reference checks, offers, and hiring manager feedback.
• Create a consistent operating rhythm for recruitment updates, funnel reviews, hiring priorities, blockers, and decision follow-ups.
• Institutionalize a sales-like discipline in recruitment: pipeline visibility, conversion tracking, stage accountability, and clear next actions.

2. Manage Recruitment Operations & Quality-of-Hire

• Manage recruitment operations across Bangladesh for service delivery, customer success, operations, product, HR, manager-level, and other priority roles.
• Build screening rubrics that test aptitude, English comprehension, communication, professionalism, role-specific skill, and culture fit.
• Improve quality-of-hire by strengthening early screening, practical assessments, structured interviews, and hiring manager calibration.
• Identify the best sourcing channels for senior and specialized talent, including direct sourcing, referrals, agencies, professional networks, and targeted outreach.
• Manage candidate experience with timely communication, clear expectations, and professional process hygiene.
• Track funnel conversion, source quality, time-to-hire, offer acceptance, 90-day performance, and early retention to continuously improve hiring decisions.
• Partner with leaders to ensure Get Levrg hires for capability, insight, communication quality, and role fit, not only task coordination or availability.

3. Build People Systems, SOPs & Workflow Visibility

• Map current recruiting and people workflows, then help redesign priority processes for hiring, onboarding handoff, employee documentation, candidate records, lifecycle tracking, issue visibility, and manager follow-up.
• Create practical SOPs, checklists, templates, escalation rules, and service-level expectations for recurring HR processes.
• Move HR-related work away from informal task ownership and toward documented workflows with clear drivers, approvers, contributors, and informed stakeholders.
• Establish weekly and monthly operating rhythms for hiring updates, people systems implementation, candidate pipeline reviews, onboarding handoffs, workflow adoption, and leadership reporting.
• Ensure recruiting and people systems are easy for managers and HR team members to follow and do not depend on individual memory or manual chasing.
• Use workflow tools such as Monday.com, Google Workspace, Notion, Airtable, or similar systems to create operational visibility and accountability.

4. Support HRIS, ATS, People Data & Dashboarding

• Support the selection, configuration, implementation, and adoption of an HRIS, ATS, or fit-for-purpose people operations system for Bangladesh operations.
• Define requirements for employee records, leave and attendance, onboarding, offboarding, performance history, document storage, approvals, and reporting.
• Build dashboards that give leadership visibility into hiring funnel health, headcount, attrition, retention signals, onboarding completion, HR operations SLAs, and performance process adoption.
• Create data standards so employee records, hiring trackers, compensation records, performance documents, and HR files are accurate, current, and easy to access.
• Reduce manual HR administration through templates, automation, workflow configuration, and stronger data discipline.
• Help ensure the HRIS, ATS, or operating system becomes the single source of truth for candidate data, people data, and lifecycle workflows.

5. Support KPI-Driven Onboarding, Performance & Capability Building

• Partner with leadership and HR Operations to define role expectations, scorecards, KPIs, check-in rhythms, and performance documentation standards across functions.
• Support the creation of role definitions, leveling inputs, career pathway documentation, and promotion logic that help employees understand expectations and growth paths.
• Build structured onboarding handoff programs that help new hires become role-ready within the first 30, 60, and 90 days.
• Help managers use KPIs effectively for coaching, feedback, accountability, PIPs, promotions, and performance calibration, in partnership with HR Operations.
• Identify retention risks early by tracking manager feedback, performance signals, engagement trends, attendance patterns, and employee concerns.
• Create practical training and enablement workflows in partnership with HR Operations and functional leaders, especially where SOP adherence and capability building are critical.

6. Support HR Team Responsibility Mapping & DACI Adoption

• Help assess the current HR team's strengths, skillsets, workflow ownership, and role fit against the new Talent Acquisition & People Systems model.
• Identify where responsibilities should be clarified, reassigned, redesigned, supported, or elevated based on actual capability and business need.
• Build and maintain a DACI matrix across priority HR and recruiting workflows to define Drivers, Approvers, Contributors, and Informed stakeholders.
• Use the DACI matrix to reduce overlap, close ownership gaps, and clarify how this role works alongside the HR Manager - Operations.
• Support HR team members in adopting stronger process discipline, documentation hygiene, follow-through, communication, and internal customer service.
• Surface capability gaps clearly to leadership and recommend whether gaps should be solved through training, reassignment, external support, or future hiring.

7. Partner with HR Operations on Compliance, Employee Relations & Policy Workflows

• Partner with the HR Manager - Operations to ensure people workflows remain compliant, well-documented, and consistent with Bangladesh employment requirements, while using external experts where specialized legal or compliance depth is required.
• Coordinate with HR Operations, Finance, Operations, leadership, and external HR or compliance partners on documentation, employee records, contracts, disciplinary process tracking, and policy implementation workflows.
• Handle sensitive employee or candidate matters with maturity, discretion, fairness, and documentation discipline when involved in the process.
• Help operationalize policies into usable workflows so managers and employees know what to do, when to escalate, and who owns the decision.
• Support consistent employee relations workflows, including issue tracking, documentation support, manager coordination, and escalation visibility, while HR Operations remains the primary day-to-day owner.
• Ensure policies are not only written, but adopted through communication, training, workflow design, and accountability.

8. Partner with Founders, COO, Department Leaders & HR Operations

• Act as a systems and recruiting partner to leadership on talent acquisition, people systems, onboarding readiness, performance enablement, HR workflow visibility, and workforce planning inputs.
• Convert leadership direction into executable workflows, trackers, dashboards, SOPs, scorecards, and accountability routines.
• Advise department heads on role clarity, hiring requirements, assessment design, onboarding readiness, and people risk signals.
• Provide concise updates that highlight decisions needed, risks, bottlenecks, trade-offs, and recommended next actions.
• Bring a builder mindset to HR by continuously identifying where process, data, ownership, or systems can improve speed, quality, and decision-making without creating unnecessary overlap with HR Operations.
  

Skills & Qualifications

• 5+ years of experience in Talent Acquisition, Recruitment Operations, People Operations, HR Operations, Business Operations, or a related systems-building role.
• 2+ years of experience managing recruitment workflows, projects, systems, trackers, or cross-functional operating processes in a fast-paced organization.
• Demonstrated ability to build processes from scratch, document workflows, create rubrics, define ownership, and drive adoption across teams.
• Strong recruitment operations experience, including structured screening, scorecards, candidate funnels, interview coordination, and hiring manager alignment.
• Strong analytical and systems-thinking capability; able to turn ambiguous people problems into workflows, metrics, dashboards, and operating rhythms.
• Experience implementing or managing HRIS, ATS, workflow tools, people dashboards, or structured trackers.
• Strong written and verbal English communication skills, with the ability to create clear documentation, rubrics, SOPs, and leadership updates.
• Comfortable working hands-on in execution rather than only managing from a distance.
• Strong stakeholder management with founders, senior leaders, hiring managers, HR Operations, HR team members, candidates, and external partners.
• High judgment, confidentiality, and maturity when handling employee issues, sensitive information, and people-related decisions.
• Experience in a startup, scale-up, offshore services, tech-enabled services, BPO, SaaS, agency, or operations-heavy environment.
• Experience professionalizing a recruiting, talent acquisition, people operations, or HR operations workflow.
• Experience designing hiring rubrics, aptitude screens, communication assessments, practical assignments, or structured interview kits.
• Familiarity with Bangladesh employment practices, HR operations, employee documentation, leave and attendance processes, and compliance coordination.
• Experience working with North American stakeholders, global teams, or customer-facing operating environments.
• Prior exposure to project management, business systems, RevOps, Sales Ops, Product Ops, or process engineering is a strong advantage.
• Experience using tools such as Monday.com, Google Workspace, Notion, Airtable, ClickUp, Asana, HRIS platforms, ATS tools, or dashboard/reporting systems.

• Comfort with automation and practical AI-assisted workflows that improve documentation, screening, analysis, and HR operating efficiency.
  

Core Competencies

• Builder mindset: Creates structure where there is ambiguity and does not wait for perfect conditions to start improving the system.
• Systems thinking: Sees HR as an operating model made up of workflows, data, ownership, controls, and feedback loops.
• Talent judgment: Can identify strong candidates through structured evidence rather than instinct alone.
• Operational discipline: Builds repeatable processes, dashboards, SOPs, scorecards, and follow-up routines.
• Execution excellence: Moves from idea to implementation quickly and ensures adoption, not just documentation.
• Analytical rigor: Uses funnel data, quality-of-hire signals, attrition trends, performance data, and workflow SLAs to improve decisions.
• Documentation hygiene: Creates clear, usable, maintained documentation that teams actually follow.
• Stakeholder influence: Can align founders, leaders, hiring managers, HR Operations, HR team members, and external partners around new ways of working.
• Change management: Introduces structure without overwhelming teams and helps managers adopt new processes.
• Confidentiality and fairness: Handles sensitive people matters with discretion, maturity, and consistency.

Key Performance Indicators

• Time-to-hire, stage conversion, source quality, offer acceptance rate, and candidate drop-off rate.
• Quality-of-hire measured through 90-day performance, hiring manager feedback, onboarding completion, and 6-12 month retention where applicable.
• Percentage of active roles with complete job value definition, role intake, screening rubric, interview scorecard, and assessment process.
• Mandatory screening completion rate for aptitude, English comprehension, communication, and role-specific capability.
• HRIS, ATS, or people operations system implementation progress, adoption, data integrity, and workflow SLA compliance.
• HR operations SLA performance for documentation, onboarding, offboarding, leave, attendance, employee records, and issue resolution.
• DACI matrix completion and adoption across core HR and recruiting workflows.
• Manager adoption of performance scorecards, check-in templates, review cycles, and documentation standards.
• Onboarding completion and 30/60/90-day role readiness outcomes for new hires.
• Leadership satisfaction with hiring discipline, people systems visibility, reporting quality, and operating responsiveness.

Employment Structure

• On-site in Dhaka, Bangladesh | Full-time
• Salary: BDT 100,000 - 150,000
• Benefits: Bangladeshi & North American government holidays + Year-end 1-week break + Bi-annual festival bonuses + Annual salary review + Paid casual & sick leave + Friendly office culture
  
• Work Week: Monday-Friday, 10:00 am - 7:00 pm
  

Hiring Process

1. Screening interview with Talvette
2. First interview with the COO & HR
3. Final interview with Founders
4. Case study presentation
5. Receive an offer
6. Join their team full-time