Strategic HR & Advisory
Org design, policies, and compliance advice that matches how Bangladeshi companies actually operate — not a generic imported handbook.
05 — HR Outsourcing
HR Outsourcing & Advisory
Strategic HR, RPO, background checks, and Bangladesh corporate advisory.
Overview
Essential strategic HR, advisory & compliance, expatriate management, end-to-end HR, RPO, and background verification.
Outsource the HR operating system — or a slice of it. We cover strategic HR, advisory and compliance, expatriate management, Bangladesh corporate advisory, full end-to-end HR, Recruitment Process Outsourcing (RPO), and background verification before the start date.
RPO means we own the hiring funnel: intake, sourcing, screening, interview coordination, offer, and join tracking. You keep hire/no-hire. Background verification (identity, education, employment, references) runs before Day 1 — not after a problem appears on site.
Expat files stay tied to immigration and payroll so an inbound manager does not land with a contract that the permit file contradicts. Bangladesh corporate advisory is local labour and employer-practice guidance for boards that need Dhaka reality, not an imported playbook.
- RPO for high-volume or multi-site hiring
- BGV before join — not after a problem appears
- Expat files stay tied to immigration and payroll
- Advisory that cites Bangladesh labour practice, not imported slogans
Who this is for
- Companies that want RPO without giving up hire decisions
- Employers who need BGV as a gate, not a formality
- Inbound expatriate assignments that also need a permit
- Foreign boards that need Bangladesh labor and documentation advice
What we run
Offerings
Expatriate Management
Assignment letters, housing liaison, and a documented handoff to Immigration so the permit file and the employment file tell the same story.
Corporate Advisory — Bangladesh
Local labor, documentation, and employer-practice guidance for foreign and local boards. We say what the Act requires; we do not sell theater.
End-to-End HR / RPO
We own the hiring funnel: intake, sourcing, screening, offer, and onboarding. You keep decisions and brand. We keep cycle time.
Background Verification
Identity, education, employment, and reference checks before the start date. A failed check stops the join — it does not become a surprise in month two.
How it runs
01
Diagnose
Which HR processes leak time or risk: hiring, BGV, policy, expat, or employee cases. We pick a workstream, not “HR” as a blob.
02
Design
SLA, RACI, and templates. You see the letters and scorecards before we run them on live people.
03
Run
Named desk for hiring, BGV, and employee cases. Status is a list of names and dates, not a percentage.
04
Review
Quarterly quality and compliance review. If a step does not change an outcome, we drop the step.
FAQ
Intake, sourcing, screening, interview coordination, offer support, and join tracking. You keep hiring decisions; we keep the pipeline moving and report against the SLA.
Outsource an HR workstream
Pick RPO, BGV, expat, or full HR ops. We scope one workstream first so the SLA is real.
