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HR consultancy is expert advice on how a company should organise, hire, manage and keep its people. You receive recommendations to act on, not administration that someone runs for you. HRBD (HR Services Bangladesh) provides HR consultancy from Dhaka to foreign companies, startups and growing businesses in Bangladesh. The work runs from HR strategy and policy to compliance audits and ongoing advisory support.
Six consultancy services, each with a defined deliverable. Most engagements start with an HR audit or a policy project and grow into ongoing advisory support once the first recommendations are in place. All six are advice and design work; if you want HRBD to run the resulting processes month to month, that is HR outsourcing, which sits under a separate agreement.
An HR strategy that states how many people you need, in which roles, by when, and what it will cost, tied to your business plan for Bangladesh. Includes an organisation chart, a headcount and budget plan for the next twelve to thirty-six months, and the KPIs your management team will track.
Advice on how to hire in Bangladesh: role definitions, salary benchmarks for the local market, sourcing channels that work for your sector, structured interview and assessment design, and an offer process that reduces drop-outs. Recruitment itself can then be run by your team or by HRBD's recruitment desk.
A review of your employment practices against the Bangladesh Labour Act 2006: contracts, working hours, leave, maternity, termination, provident fund and gratuity, plus the registers and notices an employer must keep. You receive a gap list ranked by exposure and a corrective plan with owners and dates.
A structured audit of your existing HR function: files, processes, policies, payroll inputs, onboarding and exits, and how decisions are actually made versus how they are documented. The output is a written findings report with a scored maturity view and a prioritised list of fixes.
Drafting or rewriting the policies a company in Bangladesh needs: employee handbook, code of conduct, leave and attendance, performance and discipline, grievance, anti-harassment and remote-work rules. Each policy is written to the Labour Act, in plain language, and comes with a rollout and acknowledgement plan.
A retained advisor your managers can call when an HR question arises: a difficult exit, a pay decision, a restructuring, a performance issue or a new office. Advice is given in writing. Quarterly reviews keep your policies, headcount plan and compliance calendar current as the business changes.
Companies call an HR consultant when a people problem has outgrown the way it is currently handled. The seven below are the ones HRBD is engaged on most often in Bangladesh; each maps to one or more of the services above, and the assessment call decides which. Where the problem is administrative volume rather than design, HRBD’s HR outsourcing service is usually the better fit.
Each challenge gets a written recommendation, not a workshop. If the fix needs a policy, we draft it; if it needs a process, we design it with the manager who will own it; if it needs statutory correction, we sequence the filings. Day-to-day people management support after the engagement is available through HR management services.
HR consultancy is for companies whose people decisions have become bigger than their HR capacity. Six groups use HRBD's consultancy in Bangladesh: foreign companies entering the market, startups, growing businesses, companies with no dedicated HR team, companies whose HR team needs specialist input on a specific project, and businesses managing remote or offshore teams. The three most common are below.
A foreign company setting up in Bangladesh needs four things before the first employee starts: an organisation design, a local salary structure, Labour Act compliant contracts and policies, and a hiring plan. HRBD provides these as a market-entry HR package. It can also employ early hires as Employer of Record while the entity is registered.
Companies adding staff faster than their HR processes can follow need a headcount plan, a written handbook, a performance framework and a hiring process that scales. Consultancy sets these up once, so the founders and managers are not redesigning HR every time the team doubles.
Companies managing Bangladesh-based staff from abroad need four things: policies that work across time zones, clear reporting lines, engagement and retention practices for distributed teams, and a local contact who understands the Labour Act. HRBD advises on the framework. It can also supply the local HR contact through ongoing advisory support.
Five reasons, each a fact about how HRBD works rather than a claim about how good it is. HRBD is a Dhaka-based HR, payroll and Employer of Record company. Its consultants advise on Bangladeshi employment practice that they also administer every month for client payrolls. The same team can carry the recommendation into implementation if you ask it to.
HRBD's consultants work with Bangladeshi employment practice every month across client payrolls. That covers pay structures, leave, provident fund and gratuity, and notice and termination under the Bangladesh Labour Act 2006. Recommendations reflect how these rules are applied in Dhaka, Chattogram and the export zones, not a generic template.
Most HRBD consultancy clients are foreign-owned companies or their Bangladesh subsidiaries. The consultants are used to fitting local practice inside a group policy from Europe, North America, the Gulf or East Asia, and to explaining to a head office why a Bangladesh rule differs from home.
Every engagement ends in a written report or a finished document: a policy, a handbook, an organisation chart, a headcount plan or a compliance gap list with owners and dates. Advice is given in a form your managers can act on and your board can file.
For a company entering Bangladesh, HRBD can design the HR framework and employ the first hires as Employer of Record while the entity is registered. Employment then passes to the new entity. The consultancy, the EOR service and any later HR outsourcing come from one company, under separate agreements.
Consultancy is scoped per project, from a single policy to a full HR audit, and can continue as retained advisory support. Scope is written before work starts and revised at quarterly reviews, so a ten-person office and a two-hundred-person plant both get an engagement sized to them.
Reviewed by Asma Sultana, Head of Compliance, HRBD. Last reviewed 9 September 2026.
A consultancy engagement with HRBD runs in five stages, and each stage ends in writing: a scope, an agreed gap list, a recommendation report, the finished documents, and a review note. The stages are the same whether the engagement is one policy or a full HR audit; only the depth and the number of interviews change.
A call with the owner, country manager or HR lead to define the decision or problem, the deadline and the documents that exist today. We request the current contracts, policies, organisation chart and headcount data. You receive a written scope, deliverables list and quote before any work starts; the assessment call is free.
We review the documents and interview the managers who run hiring, pay, leave and performance, then compare what happens in practice with what the Bangladesh Labour Act 2006 and your own policies require. The output is a gap list ranked by legal exposure and business impact, agreed with you before recommendations are written.
For each gap we write the recommendation, the reasoning behind it, the document or process change it needs, the owner and the sequence. Where there are options, such as two salary structures or two organisation designs, the trade-offs are set out so your management team makes the choice with the numbers in front of it.
We draft the policies, handbooks, contracts, organisation charts and process documents the recommendations call for. We then walk them through with the managers who will use them. Where implementation needs administration, such as running the revised payroll or filings, HRBD's outsourcing desk can take it on under a separate scope.
At an agreed checkpoint we review what was implemented, what changed in the business and what changed in the law, and update the plan. Clients who want a standing advisor continue on retained advisory support with quarterly reviews; others close the engagement with the documents in hand.
| Stage | What happens | What you receive |
|---|---|---|
| 1. Assess | Problem, deadline and existing documents defined on a free call | Written scope, deliverables and quote |
| 2. Identify HR gaps | Documents reviewed; managers interviewed; practice compared with the Labour Act | Gap list ranked by exposure |
| 3. Develop recommendations | Recommendation, reasoning, owner and sequence written for each gap | Recommendation report with options |
| 4. Implement improvements | Policies, contracts and process documents drafted and handed over | Finished documents; manager walkthrough |
| 5. Review and support | Checkpoint review of results, business and legal changes | Updated plan; optional retained advisory |
The benefits are practical and show up in documents and decisions rather than in slogans. Each one below is the direct result of a service on this page. Each is something a manager can point to six months later: a process that runs the same way in every office, a plan with numbers, a policy staff have signed, a compliance calendar with no missed dates.
| Benefit | What it looks like in practice | Produced by |
|---|---|---|
| Stronger HR processes | Hiring, onboarding, leave and exits run the same way in every team | HR audit; policy development |
| Better workforce planning | Headcount, roles and budget planned twelve to thirty-six months ahead | HR strategy and planning |
| Consistent policies | One handbook, acknowledged by every employee, applied by every manager | HR policy development |
| Compliance support | Labour Act gaps listed, corrected and tracked on a calendar | HR compliance consulting |
| Better employee experience | Clear onboarding, fair reviews, a grievance route that works | Policy development; advisory support |
| Better hiring and retention decisions | Role definitions, local benchmarks and structured interviews | Hiring and talent acquisition |
| Scalable HR systems | Frameworks that hold when the team doubles | HR strategy; ongoing advisory |
Two related HRBD services are worth knowing before you choose: HR support service for companies that need a part-time HR presence rather than a project, and HR for small businesses for teams under fifty. Employment-law questions that go beyond HR practice are handled by the employment and labour law desk, and hiring itself by recruitment support.
These are the questions companies raise before engaging an HR consultant in Bangladesh: what the service is, what the consultant actually does, when to bring one in, whether foreign companies are supported, which areas are covered, how it differs from outsourcing, how it is priced and how long it takes. Each answer opens with the answer itself.
HR consultancy is expert advice on how a company should organise, hire, manage, pay and keep its people. It is delivered as written recommendations and finished documents, such as policies, handbooks and headcount plans. The consultant designs and advises. The company, or an outsourcing provider, runs the resulting processes day to day.
An HR consultant reviews how a company currently manages people, compares that with the law and with good practice, and recommends what to change and in what order. At HRBD the consultant also drafts the documents the recommendation needs, such as a policy or an organisation chart. The consultant can stay on as a retained advisor after the project.
When a people decision is larger than the team has handled before. Typical triggers are entering Bangladesh, doubling headcount, a restructuring, a compliance concern, a performance or grievance problem that keeps coming back, or a head office asking for policies the local team has never written. Earlier involvement leaves more options open and costs less to fix.
Yes. Most HRBD consultancy clients are foreign-owned companies or their Bangladesh subsidiaries. HRBD designs the HR framework for market entry and fits local practice inside the group's policies. It can employ early hires as Employer of Record while the local entity is registered, then transfer them once it exists.
HR strategy and workforce planning. Hiring and talent acquisition. Compliance with the Bangladesh Labour Act 2006. HR audits. Policy and handbook development. Performance management, engagement and retention. Restructuring. Remote or offshore team management. Payroll and tax questions are handled with HRBD's payroll desk.
Consultancy is advice and design: a written recommendation, a policy, a plan. Outsourcing is execution: HRBD runs your payroll, records, filings and day-to-day HR administration every month under its own agreement. Many clients use consultancy first to design the framework and outsourcing afterwards to run it.
Consultancy is quoted per engagement, in writing, after the free assessment call. The price depends on the deliverables agreed and the time they need. A single policy, a full HR audit and a retained monthly advisory arrangement are priced differently. Implementation or outsourcing work is scoped separately, so you can stop after the recommendation if that is all you need.
It depends on scope and on how quickly your documents arrive. A single policy or a compliance gap review is short; a full HR audit across several departments takes longer because it involves interviews and document review. The written scope states the expected duration and the checkpoint dates before you sign.
Contracts, pay data and personnel records are shared only with the consultants assigned to your engagement. This is set out in the confidentiality clause of the consultancy agreement. Files are returned or deleted at the close of the engagement on request. Nothing from your engagement is used publicly without your written consent.
It cannot make your employment decisions, act as your lawyer in a labour court, or replace an HR function that has to run every month. HRBD gives you the analysis, the recommendation and the documents. The decision, and the legal responsibility for it, stay with the employer. Where a court case or a statutory audit is involved, we refer you to the right professional.
Tell us the HR decision or problem you are facing and where your Bangladesh team stands today. We reply with a short assessment call, then send a written scope, deliverables list and quote before any work starts. If the need is administrative rather than advisory, we say so on the call and point you to the right HRBD service.
