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HR management is the day-to-day running of a company's people function: onboarding, employee records, leave, performance reviews, employee relations, policy administration and exits. HRBD (HR Services Bangladesh) runs it as a managed service from Dhaka for foreign and local companies that have staff in Bangladesh but no HR manager on the ground.
Six services, each a recurring HR function that HRBD runs on your behalf under one agreement. Most clients start with onboarding and records and add performance and employee-relations management as the team grows. All six are execution, not advice; where a company needs a policy designed or a structure changed first, that is HR consultancy, which can sit under the same agreement.
Every new hire receives a signed contract, an induction plan and a complete personnel file on day one. HRBD keeps the file, the leave balance and the attendance record current for the whole employment, so a manager or an auditor can see any employee's position in minutes.
A headcount plan by team and role for the next twelve months, tied to your budget and reviewed each quarter. HRBD tracks vacancies, joiners and leavers against the plan and flags where a team is growing faster than the plan allows, so hiring decisions are made with the numbers in front of you.
An annual review cycle with mid-year check-ins, run by HRBD on a fixed calendar: objectives set, reviews scheduled, forms collected, ratings calibrated and outcomes recorded. Managers get the templates and the reminders; you get a completed cycle and a record that supports pay and promotion decisions.
Grievances, disciplinary matters and workplace complaints handled under the Bangladesh Labour Act 2006 and your own policy, with each step documented. HRBD also runs the engagement basics: exit interviews, periodic staff surveys and the follow-up actions that managers agree to.
Your handbook, leave rules, code of conduct and remote-work policy applied consistently across every team. HRBD answers the daily policy questions from staff and managers, records acknowledgements when a policy changes and keeps the policy set aligned with the Labour Act as it is amended.
Resignations and terminations processed correctly: notice periods calculated, final settlements including leave encashment and gratuity prepared, clearance and asset return recorded, and the exit documented so it stands up if questioned later. Voluntary exits get an interview; involuntary ones get the Labour Act sequence.
Companies hand HR management to HRBD when the people function has become a full-time job that nobody in the Bangladesh office has time for. The benefits are practical: the same process for every employee, records that are complete when someone asks for them, and Labour Act obligations met on time rather than after a complaint.
HR management fits companies whose Bangladesh headcount is real, typically ten to two hundred people, but not large enough for a full HR department. Three groups use HRBD's service most: foreign companies running a local team from abroad, growing SMEs whose owner or finance lead is still doing HR, and companies with remote or distributed staff who need one consistent process.
A head office abroad with staff in Dhaka or Chattogram needs someone local to run onboarding, records, reviews and exits under Bangladeshi rules. HRBD is that local HR function, reporting monthly to the country manager and the head office in one format.
When the finance lead or the owner is still approving leave and drafting contracts, HR management moves that work to HRBD. The company keeps its hiring and pay decisions; HRBD runs the process and the records around them, at a monthly fee that changes only with headcount.
Distributed staff need one onboarding process, one policy set and one place to raise a question, whatever their location. HRBD runs the shared process and gives every employee and manager a named HR contact in Bangladesh who understands the Labour Act.
Five reasons, each a fact about how HRBD works rather than a claim about quality. HRBD is a Dhaka-based HR, payroll and Employer of Record company, so the team that runs your HR function also runs payroll and compliance for client companies every month. Companies that need the framework designed first can add HR consultancy under the same agreement.
HRBD applies the Bangladesh Labour Act 2006 every month across client payrolls: leave entitlements, notice periods, disciplinary procedure, gratuity and final settlements. Your HR processes are run to the Act as it is applied in practice, not to a generic template.
Each client has a named HRBD coordinator who knows the team, the policies and the managers. Staff and managers raise HR questions with one person, and that person answers within the agreed service hours and records the outcome in the employee file.
Onboarding, records, payroll inputs, statutory filings and exits are handled by one HRBD team under one agreement. A resignation, its final settlement and its payroll effect are processed together, which removes the hand-offs that cause missed payments and missing documents.
Every recurring HR task runs on a written calendar agreed with you at the start. Each month you receive one report covering joiners, leavers, leave balances, open grievances, review status and headcount against plan, in the same format for the country manager and the head office.
The service is scoped per client and reviewed each quarter. Adding or removing employees changes the monthly fee, not the agreement, and a service line such as performance management can be added or dropped at a review without a new contract.
Reviewed by Asma Sultana, Head of Compliance, HRBD. Last reviewed 9 September 2026.
An HR management engagement with HRBD starts in five stages and then runs as a monthly cycle. Each stage ends with something in writing: a scope, an approved calendar, a checked set of records, a monthly report, and a quarterly review note. The stages are the same for a ten-person office and a two-hundred-person plant; only the volume changes.
We list every HR task your Bangladesh team runs today, who does it and which records exist. The output is a written scope that names the services HRBD will run, the ones you keep and the gaps found on the way. This stage is free and usually needs one call and one document request.
We map your pay dates, leave year, review cycle and reporting needs onto HRBD's monthly HR calendar and agree the policy set the team will work to. You approve the calendar and the documents before anything goes live, and the agreement is signed with the scope attached.
Personnel files, leave balances, contracts and policy acknowledgements are transferred to HRBD and checked for gaps. Missing contracts or registers are flagged and drafted before the first monthly cycle, so the service starts from a complete baseline rather than inheriting old problems.
HRBD runs onboarding, records, leave, reviews, employee-relations cases and exits on the agreed calendar, with your named coordinator answering staff and manager questions within the agreed service hours. One consolidated report goes to your country manager and your head office each month, in the same format.
Every quarter we review the calendar, the case log and any Labour Act changes with you, adjust scope for headcount movements and agree process changes. Service lines can be added or dropped at the review, so you never pay for a function you no longer need.
| Stage | What happens | What you receive |
|---|---|---|
| 1. Assess | HR tasks, owners and records listed on a free call | Written scope and quote |
| 2. Set the HR calendar | Pay dates, leave year, review cycle and policy set agreed | Approved calendar and documents |
| 3. Transfer records | Files and balances moved to HRBD and gap-checked | Complete baseline; gaps drafted |
| 4. Run the monthly cycle | Onboarding, records, reviews, cases and exits on schedule | One consolidated monthly report |
| 5. Review each quarter | Scope, case log and legal changes reviewed | Updated scope and calendar |
HR management is quoted as a monthly fee that depends on two things: your headcount in Bangladesh and which of the six services you take. There is no public rate card, because a twenty-person sales office and a hundred-person factory need different work even at similar headcount. The quote is issued in writing after the free assessment and changes only at a quarterly review when headcount or scope moves. Package outlines are on the plan and pricing page; companies that need a lighter, part-time HR presence rather than a managed function should look at HR support service.
| Item | Detail |
|---|---|
| Service | Managed HR function for companies with staff in Bangladesh |
| Provider | HRBD, HR Services Bangladesh (hr.com.bd) |
| Head office | House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh |
| Phone and email | +880 1711 990020 / info@hr.com.bd |
| Services | Onboarding and records; workforce planning; performance; employee relations; policy administration; exits |
| Governing statute | Bangladesh Labour Act 2006 for leave, discipline, notice, gratuity and registers |
| Who it is for | Foreign companies with a local team, growing SMEs, remote and offshore teams |
| Decisions | Hiring, pay, promotion and termination decisions stay with the client |
| Entity option | Staff employed on HRBD's Bangladesh entity as Employer of Record where the client has none |
| Fee basis | Monthly fee by headcount and service mix; written quote after a free assessment |
| Reporting | One consolidated monthly report; quarterly scope review |
These are the questions companies raise before handing their HR function to HRBD: what the service is, how it differs from outsourcing and consultancy, what is included, who keeps the decisions, how cases are handled, how it is priced, what happens without a local entity, and what the service cannot do. Each answer opens with the answer itself.
HR management is the day-to-day running of a company's people function: onboarding, personnel records, leave, performance reviews, employee relations, policy administration and exits. As a managed service, HRBD runs these processes for you on a fixed monthly calendar, while hiring, pay and promotion decisions stay with your managers.
HR consultancy designs the framework: policies, structures, plans. HR outsourcing moves whole administrative functions, especially payroll and compliance, to HRBD. HR management sits between them: HRBD runs the people-management processes every month, from onboarding to exits, while your managers keep the decisions. Many clients combine two of the three.
Onboarding and employee records, workforce planning, performance management, employee relations and engagement, HR policy administration, and exit and offboarding management. Each can be taken separately. Payroll and statutory filings are run by HRBD's payroll desk and can be added to the same agreement.
Companies with ten to two hundred staff in Bangladesh and no HR manager on the ground: foreign companies running a local team from abroad, growing SMEs where the owner or finance lead is still doing HR, and companies with remote or distributed staff who need one consistent process and one local HR contact.
You do. HRBD runs the process and keeps the records; decisions on hiring, pay, promotion, discipline outcomes and termination stay with your managers. HRBD advises when a planned decision would conflict with the Bangladesh Labour Act 2006 and documents the decision once it is made.
HR management is quoted as a monthly fee that depends on headcount and on which of the six services you take. There is no public rate card because the mix differs by client. The quote is issued in writing after the free assessment and changes only at a quarterly review when headcount or scope moves.
Yes. HRBD can employ your Bangladesh staff on its own registered entity as Employer of Record while your company registers, and run their HR management in the meantime. When your entity is ready, employment transfers across and the same coordinator continues the service under your name.
Under the Bangladesh Labour Act 2006 and your own policy, step by step and in writing. HRBD receives the complaint, records it, arranges the hearing or investigation with your manager, documents the outcome and files it. The decision is yours; the procedure and the paperwork are HRBD's responsibility.
Personnel files, pay data and case records are shared only with the HRBD coordinator and team assigned to your account, under the confidentiality clause in the agreement. Records are kept for the periods the Labour Act requires and returned or deleted at the end of the service on request.
It depends on headcount and on how complete your records are. A team with signed contracts and current leave balances can be live after one assessment call, one document round and one calendar sign-off. A team with missing contracts needs those drafted first. The written scope states the start date.
It cannot make your employment decisions, replace a line manager, or represent you in a labour court. HRBD runs the process, keeps the record and tells you when a planned action conflicts with the Labour Act. Where a court matter or a statutory audit arises, HRBD refers you to the right professional.
Related HRBD services: HR outsourcing for full administrative transfer including payroll, and labour law compliance support for the statutory registers and filings behind the processes above.
Tell us your headcount in Bangladesh and which HR functions you want HRBD to run. We reply with a free assessment call, then a written scope and monthly quote before anything is signed. If your staff need to be employed before your entity exists, say so and we will scope the Employer of Record option in the same quote.
