Head of Organization Development

Role Overview

The Head of Organization Development is a strategic transformation partner responsible for building people capability, talent architecture, leadership pipeline, and employer brand to support Banglalink's strategic digital transformation across five high-growth verticals.

The role requires a digital-native talent mindset, the ability to design skills-based talent ecosystems, and the commercial conviction to position Banglalink as a sought-after employer for Bangladesh's next generation of digital, technology, and FinTech talent.

Key Responsibilities

1. Talent Management

• Design and lead enterprise-wide frameworks for talent identification, succession planning, and leadership pipeline development across business 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, including 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, including 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.
• At least 5–6 years of experience in a leading Talent & Organization Development role.

Required Capabilities

• Deep expertise in modern talent management, including skills-based talent models, Critical Roles/Persons frameworks, succession architecture, and HIPO program design in a large or fast-growing organization.
• Digital transformation fluency, with experience designing HR interventions for technology, FinTech, or platform businesses and familiarity with agile working models and digital product organizations.
• Learning architecture expertise, including LXP/LMS platforms, AI-powered learning design, blended ecosystems, and rigorous L&D measurement using Kirkpatrick and ROI.
• Hands-on employer branding experience, including LinkedIn Talent Insights, Glassdoor management, university partnerships, and Top Employer / GPTW certification experience.
• People analytics capability using Power BI, Tableau, Visier, or equivalent, with the ability 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 skills, with the ability to align across matrix structures and VEON Group governance.
• Outstanding communication and leadership presence, operating credibly at CEO-1 and CEO-2 levels without hand-holding.

About Banglalink

Banglalink Digital Communications is one of Bangladesh’s leading telecom and digital service providers, committed to transforming the way people connect, communicate, and innovate. As a subsidiary of VEON, Banglalink combines global expertise with a deep understanding of local needs to deliver cutting-edge services to millions of customers across the country.

Banglalink's Employer Value Proposition (EVP) is ‘Lead the Future’, reflected across all levels of the organization. The workplace is designed to inspire and empower individuals, creating an environment where ideas thrive, contributions are valued, and innovation flourishes.

Banglalink is committed to fostering a supportive and inclusive culture that celebrates diversity and encourages collaboration. The company creates opportunities for individuals to succeed, while learning initiatives and digital upskilling programs equip employees to excel in their careers and shape the future.

Banglalink is a place where innovation, agility, and understanding come together to create meaningful impact.