Asst. Manager (Talent Sourcing) – HR, Admin, Compliance & GS – Genesis Fashions Ltd.

M & J Group

M & J Group

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Summary

• Vacancy: 1
• Age: 30 to 40 years
• Location: Gazipur
• Minimum Salary: Negotiable
• Experience: At least 5 years
• Published: 30 Apr 2025

Requirements

Education

• Bachelor’s degree in HR, Business Administration, or related field (technical background in RMG preferred).

Experience

• At least 5 years

Additional Requirements

• Age 30 to 40 years

• 5+ years in recruitment/talent sourcing, preferably in RMG, textiles, or manufacturing;
• Must understand garment production processes, machinery, and technical roles;
• Strong ability to connect with workers and industry professionals;
• Excellent negotiation and persuasion skills (Bangla & English preferred);
• Willingness to visit other factories and worker communities for sourcing;
• Good understanding of HR functions and best practices;
• Proficiency in MS Office (especially Excel and Word & PPT);
• Strong interpersonal and organizational skills;
• Ability to handle sensitive information confidentially.

Responsibilities & Context

About the Company: M&J Group entered into manufacturing activities in 1963 by establishing a flour milling company. The business horizon gets expanded in 1989 when the garment manufacturing factory was opened. Now with its 8 sister concerns, M&J Group is a leading manufacturer in Bangladesh. The group is producing a wide range of top-quality denim bottoms including some non-denim products. M&J Group aspires to be the leading supplier in the global fashion business by offering the best expertise and knowledge in producing Ready Made Garments.

Job Context: The Assistant Manager, Talent Sourcing will be responsible for identifying, attracting, and recruiting skilled machine operators and technical staff from other RMG (Ready-Made Garment) factories. The role requires a deep understanding of the garment manufacturing process, machinery, and technical skills to effectively assess candidates’ competencies. The incumbent will develop sourcing strategies, build talent pipelines, and ensure the factory meets its manpower requirements with high-quality hires.

Job Responsibilities:

Talent Sourcing & Recruitment:

• Identify and recruit machine operators, technicians, mechanics, and other technical staff from competing or similar RMG factories.
• Develop and execute strategic sourcing plans to attract skilled workers (e.g., sewing operators, cutting masters, pattern makers, quality inspectors, maintenance technicians).
• Use direct sourcing methods (factory visits, referrals, networking, industry contacts) to find passive candidates.
• Conduct market intelligence to understand salary trends, competitor workforce strengths, and talent availability.

Technical Knowledge & Candidate Assessment:

• Possess strong knowledge of garment manufacturing processes (cutting, sewing, finishing, quality control).
• Understand machine operations (e.g., sewing machines, overlock, flatlock, buttonholing, fusing machines, cutting machines).
• Evaluate candidates’ technical skills, experience, and productivity levels through interviews and practical assessments.
• Verify candidates’ expertise in industrial engineering, production efficiency, and machinery maintenance (if applicable).

Relationship Building & Networking:

• Build and maintain relationships with technical staff, line chiefs, supervisors, and workers in other factories.
• Develop a referral network to source high-potential candidates.
• Attend industry events, job fairs, and worker gatherings to identify potential hires.

Compliance & Documentation:

• Ensure all recruitment practices comply with labor laws and company policies.
• Verify candidates’ previous employment history, skills, and experience.
• Maintain a database of skilled workers for future hiring needs.
• Collaboration with HR & Production Teams:
• Work closely with production managers to understand workforce gaps.
• Coordinate with the training department to assess skill gaps and onboarding needs.
• Assist in retention strategies to reduce turnover of technical staff.

Key Performance Indicators (KPIs):

• Number of quality hires per month.
• Reduction in recruitment lead time for technical roles.
• Retention rate of sourced employees.
• Sourcing cost efficiency.

Compensation & Other Benefits

As per company policy

Workplace

Work at office

Employment Status

Full Time

Job Location

Gazipur

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