Sayeda Tahya Hossain

About

Chief Human Resources Officer of Grameenphone since September 2023, having previously spent four years as Human Resources Director at Perfetti Van Melle and a year as Chief HR Officer of the Partex Star Group. She was Chief People Officer at BRAC for four years, responsible for human resources and learning across an organisation of about 120,000 staff, where she redesigned the structure and introduced a performance system. Her earlier career spans Lafarge Surma Cement, Citi, Unilever Bangladesh and Concern Worldwide. She read Commerce at National University.

Expertise

Experience

1. Chief Human Resources Officer

   Grameenphone Ltd

   2023 — PresentDhaka, Bangladesh

2. Human Resources Director

   Perfetti Van Melle

   2019 — 2023

3. Chief HRO

   Partex Star Group

   2018 — 2019Dhaka

4. Chief People Officer

   BRAC

   2013 — 2017Mohakhali, Dhaka

   Responsible for the Human resources and the Learning division of the organisation which has about 120,000 staff (regular and project/contract) • Implement the HR strategy in line with the organization strategy • Ensure efficient and effective delivery of human resources services to all the programmes/departments in line with the strategic plan of BRAC • Direct and monitor policy and procedures for the recruitment and selection of best talent available in the market based on the need of different programmes • Define the appropriate compensation and benefit structure in line with the market • Be a catalyst for culture change by ensuring that HR strategies, tactics and practices are aligned with BRAC values • Introduce and facilitate the business partnering (Embedded HR) role to support the Programmes • Leads the development, implementation and evaluation of strategic Human Resource plans to meet both current and future Human Resource needs in order to achieve organizational goals • Drive a learning culture through innovation and support the growing organisational need for capacity development. • Lead BRAC Learning Division (BLD) towards a premier position in the context of global NGO • Lead staff succession planning and capacity development initiatives • Go through the investigation reports along with evidences to ensure quality and justice. • Provide proper guidance to ensure higher quality of investigation • Provide proper guidance to ensure higher quality of investigation

5. Human Resources and Corporate Affairs Director

   Lafarge Surma Cement Bangladesh Limited

   2010 — 2013dhaka, BD

   Human Resources and Administration • Contributed in developing the business strategies and initiatives as an Executive Committee Member • Formulated the HR strategy for Lafarge Surma Cement (LSC) and Lafarge Umiam Mining Operations (LUMPL) in India with 3 years plan which included structure HR, Corporate Affairs and Supply Chain department in different location, implement 3 years project on performance driven culture, design short & long term retention strategy along with designing a new structure compensation and benefit aligning with the market, managed union a successfully completed LTA within 6 months, designed career and succession planning of the critical resources and high performers with effective development plan, designed development plan to build a competent team of professional who are not only able to manage local BU issues but are able to contribute in other BUs/regions. Corporate Affairs • Positioning as a world-class service provider to all stakeholders in areas of corporate communication, shareholder management, community relations and corporate relations with Government, semi-government, NGOs, business forums, etc. • Lead Lafarge Surma Cement Ltd. and LUMPL corporate relation with Central government, state government and district authorities in to order ensure necessary approvals and licenses on a continued basis for smooth operations of the business. • Shape and manage the perceptions and preferences of the key stakeholders including Government, media, NGOs, business community, etc. • Strategise CSR activities to ensure education, health, employment and poverty elimination of the local community for LSC and LUMPL

6. Vice President & Head of HR

   Citi

   2006 — 2010

   • Ensure efficient and effective delivery of human resources services to internal client groups in line with the strategic plan of the business • Manage the talents starting from recruiting the best talent to developing the talents with the right skill as well as defining retention strategies • Define the appropriate compensation and benefit structure in line with the market • Be a catalyst for culture change by ensuring that department strategies, tactics and practices are aligned with desired Citigroup behaviors and values. • Add value as being a member of MANCOM in defining the strategies related to HR of the organization • Introduce and facilitate the business partnering role to support the business

7. Learning & Resourcing Manager

   Unilever Bangladesh Limited

   2005 — 2006

   • Business partnering for Finance, Supply chain and IT function • Develop the training and development strategy for the whole company • Roll out the Knowledge Management process within the organisation • Build the capacity of the managers and to provide professional leadership including providing advice, guidance, and training to them • Monitor performance review process and analyze development plan in consultation with the respective department • Identify the high potentials, formulate staff development plan and ensure retention of potential staff members within the company • Ensure effective recruitment and development of the managers in different functions within the company • Design and implement campus activation to attract the best talents • Provide inputs in formulating and monitoring different HR strategies within the company

8. Head of HR

   Concern Worldwide

   2004 — 2005

   • Structured the Human Resources department of Concern Bangladesh to provide support in different human resource area within the organization • Direct and monitor policy and procedures for the recruitment and selection of best talent available in the market based on the need of different projects • Identify the high potentials, formulate staff development plan and ensure retention of potential staff members within organisation. • Formulate the strategic plan for the organisation and necessary input to other departments to manage and develop their resource • Reviewing and formulating human resources policies and other organisational policies and help implement through a learning process within the organization • Introduce and monitor a structured performance and development review system and ensure the effective practice throughout the organisation • Reviews salary structures and benefits as required with the aim of having reward policies and systems which effectively attract, retain and motivate staff. • Manage and support Gender & Equality Manager. Ensure equality is primary to all programme and Concern internal policies and procedures; • Ensure gender & equality being integrated at all levels within the organisation

9. HR Operations Manager

   Nestle Bangladesh

   1996 — 2004

   • Human resources administration and directly involved in facilitating recruitment process which includes plan and implement on-campus talent search and recruitment. • Monitor performance review process and analyze development plan in consultation with the respective department to ensure learning of management functions • Managing the overall remuneration & benefit • Initiate different employee retention programme and take part in making strategies for effective retention