Chief Human Resources Officer (Aviation focused, Relocation to Bangladesh)

Launched in July 2014 from its Dhaka hub, US-Bangla Airlines has grown into the largest private passenger airline in Bangladesh. Driven by the motto "Fly Fast, Fly Safe," the carrier operates an extensive network across Asia and the Middle East. Supported by a modern fleet of ATR 72-600, Boeing 737-800, and Airbus A330-300 aircraft, US-Bangla continues to expand its routes and position itself as a premier regional carrier.

The Chief Human Resources Officer (CHRO) will provide strategic leadership for the entire Human Resources function of US-Bangla Airlines and serve as a key member of the company's senior leadership team.

This role is based in Dhaka, Bangladesh. For the selected candidate, the company will provide visa support, furnished accommodation (apartment or hotel), and office pick-up and drop-off transportation.

Job Purpose and Organizational Context

Primary purpose of the position: The Chief Human Resources Officer (CHRO) will provide strategic leadership for the entire Human Resources function of US-Bangla Airlines and serve as a key member of the company's senior leadership team.

Level of responsibility/accountability: The CHRO will be responsible for developing and executing an enterprise-wide People Strategy aligned with the airline's business strategy, fleet expansion, network growth, operational requirements and long-term organizational objectives.

Enabling environment: The CHRO will work closely with the Managing Director, C-suite and the external consultants of the company.

Internal/External focus of the job: The CHRO will oversee the complete employee lifecycle, including strategic workforce planning, talent acquisition, succession planning, organizational development, learning and development, performance management, compensation and benefits, employee relations, HR operations, HR technology, people analytics, employee engagement and organizational culture

Duties and Responsibilities

HR Strategy & Executive Leadership

• Develop and execute a comprehensive Human Capital Strategy aligned with US-Bangla Airlines' business strategy, fleet expansion, operational priorities and long-term growth objectives.
• Serve as a strategic advisor to the Managing Director/CEO, Executive Leadership Team and Board on organizational capability, workforce, leadership, culture and people-related business decisions.
• Lead the transformation of HR from an operational support function into a strategic business partner and organizational capability engine.

Workforce Planning & Organizational Development

• Develop and maintain long-term workforce plans aligned with fleet, network and business expansion, covering pilots, cabin crew, engineering, ground operations and corporate functions.
• Lead organizational design, restructuring, job architecture, grading, workforce productivity and manpower optimization initiatives.
• Establish succession plans and workforce-risk strategies for critical operational, technical and leadership positions.

Talent Acquisition & Employer Branding

• Develop and lead an enterprise-wide Talent Acquisition Strategy, including executive search, specialist aviation recruitment, high-volume hiring and strategic talent pipelines.
• Strengthen the airline's employer brand and relationships with universities, aviation academies, flight schools and other talent sources.
• Establish effective recruitment governance, assessment standards and metrics to improve quality-of-hire, time-to-fill, cost and talent availability.

Talent Management, Leadership & Succession

• Establish an integrated Talent Management and Leadership Development framework covering career development, high-potential talent, leadership capability and internal mobility.
• Lead regular talent reviews and ensure robust succession pipelines for critical and senior positions.
• Develop executive coaching, mentoring and leadership programs to build a sustainable internal leadership pipeline.

Learning, Development & Capability Building

• Develop the organization’s learning and capability strategy, ensuring that employees have the technical, functional, leadership and behavioral capabilities required for current and future business needs.
• Partner with operational and aviation functions to ensure appropriate training, competency development and regulatory requirements are effectively supported.
• Measure training effectiveness and build internal capabilities that reduce dependency on external talent.

Performance, Compensation & Total Rewards

• Establish a competitive and equitable Total Rewards Strategy, including salary structures, job grades, incentives, benefits and retention mechanisms.
• Lead an effective performance-management system that cascades organizational objectives into measurable individual and functional KPIs.
• Ensure compensation, performance and career progression are aligned with business performance, productivity, market competitiveness and internal equity.

Employee Experience, Engagement & Culture

• Develop and lead strategies to strengthen employee engagement, organizational culture and employee experience across the employee lifecycle.
• Establish a culture centered on safety, customer focus, accountability, integrity, professionalism, teamwork and continuous improvement.
• Develop effective employee communication, feedback, grievance and engagement mechanisms.

Employee Relations, Compliance & HR Governance

• Ensure effective employee relations and consistent application of HR policies, disciplinary processes and grievance mechanisms.
• Ensure compliance with applicable Bangladesh employment legislation, CAAB requirements, company policies and relevant aviation standards.
• Establish strong HR governance, controls, risk-management and audit mechanisms while maintaining confidentiality and ethical standards.

HR Technology, Analytics & Digital Transformation

• Lead the digital transformation of HR through effective use of HRIS, automation, AI and people analytics.
• Establish reliable workforce data and executive dashboards covering headcount, recruitment, attrition, workforce cost, productivity, performance, training,
• engagement and succession.
• Use people analytics and technology to improve decision-making, employee experience and HR efficiency.

Aviation Safety, Wellbeing & Organizational Transformation

• Partner with Safety, Quality, Flight Operations, Engineering and other operational leaders to strengthen safety culture, human factors and people-related operational risk management.
• Develop employee wellbeing, welfare and occupational health initiatives appropriate for a 24/7 aviation workforce.
• Lead the people and change-management agenda for major organizational transformation, fleet expansion, digitalization, restructuring and other strategic initiatives.

Competencies

Core Competencies:

- Safety Awareness and Compliance

- Customer Service Excellence

- Professional Integrity and Ethical Conduct

- Team Collaboration

- Adaptability and Continuous Learning

- Strategic Thinking

- People Development

- Change Management

- Accountability and Performance Management

Functional Competencies:

- Strategic leadership

- Talent Acquisition, Leadership & Organizational Capability

- Expertise in talent management and coaching

- Expertise of change management

- Compensation, Performance & People Analytics

Recruitment Requirement

A Bachelor’s Degree and a Masters’ degree in Human Resources of in an aviation related

discipline. A professional certification in Human Resources of Leadership will be an added

advantage.

15+ years of full-time work experience, with a minimum of 5 years in HR leadership role, in the aviation industry.

Experience of the following areas will be highly desirable:

- Organizational Development

- Human Resource Planning

- Organizational transformation

- Managing large-scale workforce.