Job
"Senior Manager, HR” BRAC International Microfinance (BI MF)
- Organization: BRAC
- Location: Bangladesh, Kenya
- Deadline: Mon Oct 12 2026
- Category: Human Resources
About this opportunity
**BRAC International is Hiring! Join BRAC International to create opportunities for people to realise their potential.**
**Position: “Senior Manager, HR” BRAC International Microfinance (BI MF)**
**Job Location: Nairobi, Kenya / Dhaka, Bangladesh** ***(Candidates must be nationals of, or have the legal right to work in, either Kenya or Bangladesh)***
**Application Deadline: 12 October 2026**
**About BRAC International:**
BRAC International (BI), a leading non-profit organisation, is on a mission to empower people and communities facing poverty, illiteracy, disease, and social injustice. Our vision is to create a world free from exploitation and discrimination, where everyone has the opportunity to realize their potential. We design proven, scalable solutions that equip people with the support and confidence they need to achieve their potential.
BRAC International Microfinance (BI MF) oversees its microfinance subsidiaries outside Bangladesh, which are wholly or majority owned by the legal entity BRAC International Holdings B.V. (BIHBV), operating across eight countries in Africa and Asia. Within this mandate, BI MF expands financial inclusion by responsibly delivering financial services to people at the bottom of the pyramid, particularly women living in poverty in rural and hard-to-reach areas, to create self-employment opportunities, build financial resilience, and harness their entrepreneurial spirit by empowering them economically. The achievement of both ‘Impact and Scale’ are critically important, ensuring that each subsidiary has systems in place to realise both components of the mission.
BI MF provides strategic direction, governance oversight, and institutional strengthening across the portfolio. Today, its operations serve clients (97% women) across the eight operating countries, managing a loan portfolio of approximately USD 277 million, and employing over 7,000 staff, of whom 87% are women.
**About the Position:**
The Senior Manager, HR, BI MF (SM, HR) is an end-to-end generalist HR business partner, reporting to the Associate Director, HR, BI MF (AD, HR), and responsible for an assigned portfolio of BI MF subsidiaries (entities) and designated BI MF Central Team functions/units. The role serves as the HR focal point for assigned Central Team functions/units and strategic people partner to assigned Entity leaders.
The role partners with Entity Heads of HR, Microfinance Management Teams (MMT) and Central Team Technical Leads across its portfolio to understand business priorities, anticipate people implications and shape practical HR responses. In close partnership with the other SM, HR in the team, the role ensures coordinated support across BI MF entities and Central Team functions, aligning on shared and cross-cutting priorities, providing cover during periods of absence or peak demand, and promoting consistency in HR delivery. Working closely with the AD, HR, the role brings insights from its portfolio to inform BI MF-wide HR priorities, decisions and interventions.
Working within BI’s matrixed three-part HR model, the role connects business and Entity needs with HR Centers of Excellence (CoEs) and HR Central Services, ensuring enterprise frameworks and expertise are effectively translated into business context and applied appropriately. The role strengthens Entity HR capability and follow-through, provides trusted advice on complex people matters, and drives cross-entity learning and strategic HR priorities that support growth, impact and sustainable performance.
**Key Responsibilities:**
***1. Strategic HR Partnership***
- Own the HRBP agenda for an assigned portfolio of BI MF entities, partnering with Entity Heads of HR, MMTs and relevant leaders to understand business priorities, challenges and people implications.
- Serve as the HR focal point for designated BI MF Central Team functions/units, partnering with their leaders and BI MF Senior Management Team on people priorities, workforce needs and HR matters.
- Translate business priorities into people priorities, provide constructive challenge and shape practical HR responses that support business performance.
- Strengthen Entity HR capability, judgement and follow-through, enabling Entity HR teams to lead local implementation while providing advice, challenge and escalation where required.
- Strengthen HR delivery across assigned Central Team functions/units, ensuring their people priorities are connected to the wider BI MF HR agenda.
- Work closely with the other SM, HR, to align on shared and cross-cutting priorities, and facilitate knowledge sharing, peer learning and transfer of good practices to promote consistent and effective HR delivery across their respective portfolios.
- Work closely with the AD, HR, bringing insights from the portfolio to inform BI MF-wide HR priorities, decisions and interventions.
***2. Business and Workforce Effectiveness***
- Partner with leaders on business-led workforce, organisation and people decisions arising from growth, transformation, restructuring, productivity or changing business needs.
- Assess people’s implications of organisational changes and alignment initiatives, develop options with leaders and advise on effective workforce and organisational solutions.
- Provide HR input into business planning and strategic decisions, ensuring people’s considerations are integrated into business priorities and execution.
***3. Leadership & Talent Management***
- Partner with leaders and Entity HR to strengthen critical talent and leadership pipelines, succession and readiness for current and future business needs.
- Facilitate talent reviews and succession discussions, leveraging enterprise frameworks and CoE expertise while ensuring business ownership of talent decisions and development actions.
- Partner with leaders on leadership development, talent mobility and internal movement to strengthen organisational capability and retention.
- Promote inclusive and sustainable leadership pipelines, including women in leadership and other priority talent groups.
***4. People Risk & Organisational Effectiveness***
- Identify people-related risks, recurring organisational issues and improvement opportunities across the assigned portfolio, including regulatory, policy, audit, employee-relations, safeguarding, conduct and culture-related risks.
- Strengthen Entity HR capability and follow-through on risk mitigation, audit actions and organisational improvements, ensuring agreed actions are implemented and escalating material or recurring risks where required.
- Partner with Entity HR and leaders to ensure follow-through on recommendations arising from safeguarding and conduct investigations, disciplinary processes, culture assessments and other people-related reviews.
- Identify cross-entity themes and lessons, working with the Associate Director, HR and relevant CoEs to inform improvements to enterprise policies, frameworks and practices.
***5. Complex HR Advisory***
- Provide trusted HR advice to Entity leaders, MMTs, BI MF Senior Management Team and Entity HR Heads on complex people matters, including employee relations, performance, productivity, leadership and organisational change.
- Help leaders assess options, risks and implications and make sound, balanced people decisions.
- Provide targeted tactical or interim support during critical transitions, capacity gaps or high-priority interventions, while building sustainable Entity HR ownership and capability.
***6. Enterprise HR Integration***
- Connect business and Entity needs with the relevant CoEs and Central Services, ensuring the right expertise is engaged at the right time.
- Translate and contextualise enterprise HR frameworks, policies and solutions for BI MF business needs, without duplicating CoE ownership.
- Coordinate cross-functional and cross-entity HR priorities, ensuring alignment, business ownership, effective implementation and follow-through.
- Bring En
**Position: “Senior Manager, HR” BRAC International Microfinance (BI MF)**
**Job Location: Nairobi, Kenya / Dhaka, Bangladesh** ***(Candidates must be nationals of, or have the legal right to work in, either Kenya or Bangladesh)***
**Application Deadline: 12 October 2026**
**About BRAC International:**
BRAC International (BI), a leading non-profit organisation, is on a mission to empower people and communities facing poverty, illiteracy, disease, and social injustice. Our vision is to create a world free from exploitation and discrimination, where everyone has the opportunity to realize their potential. We design proven, scalable solutions that equip people with the support and confidence they need to achieve their potential.
BRAC International Microfinance (BI MF) oversees its microfinance subsidiaries outside Bangladesh, which are wholly or majority owned by the legal entity BRAC International Holdings B.V. (BIHBV), operating across eight countries in Africa and Asia. Within this mandate, BI MF expands financial inclusion by responsibly delivering financial services to people at the bottom of the pyramid, particularly women living in poverty in rural and hard-to-reach areas, to create self-employment opportunities, build financial resilience, and harness their entrepreneurial spirit by empowering them economically. The achievement of both ‘Impact and Scale’ are critically important, ensuring that each subsidiary has systems in place to realise both components of the mission.
BI MF provides strategic direction, governance oversight, and institutional strengthening across the portfolio. Today, its operations serve clients (97% women) across the eight operating countries, managing a loan portfolio of approximately USD 277 million, and employing over 7,000 staff, of whom 87% are women.
**About the Position:**
The Senior Manager, HR, BI MF (SM, HR) is an end-to-end generalist HR business partner, reporting to the Associate Director, HR, BI MF (AD, HR), and responsible for an assigned portfolio of BI MF subsidiaries (entities) and designated BI MF Central Team functions/units. The role serves as the HR focal point for assigned Central Team functions/units and strategic people partner to assigned Entity leaders.
The role partners with Entity Heads of HR, Microfinance Management Teams (MMT) and Central Team Technical Leads across its portfolio to understand business priorities, anticipate people implications and shape practical HR responses. In close partnership with the other SM, HR in the team, the role ensures coordinated support across BI MF entities and Central Team functions, aligning on shared and cross-cutting priorities, providing cover during periods of absence or peak demand, and promoting consistency in HR delivery. Working closely with the AD, HR, the role brings insights from its portfolio to inform BI MF-wide HR priorities, decisions and interventions.
Working within BI’s matrixed three-part HR model, the role connects business and Entity needs with HR Centers of Excellence (CoEs) and HR Central Services, ensuring enterprise frameworks and expertise are effectively translated into business context and applied appropriately. The role strengthens Entity HR capability and follow-through, provides trusted advice on complex people matters, and drives cross-entity learning and strategic HR priorities that support growth, impact and sustainable performance.
**Key Responsibilities:**
***1. Strategic HR Partnership***
- Own the HRBP agenda for an assigned portfolio of BI MF entities, partnering with Entity Heads of HR, MMTs and relevant leaders to understand business priorities, challenges and people implications.
- Serve as the HR focal point for designated BI MF Central Team functions/units, partnering with their leaders and BI MF Senior Management Team on people priorities, workforce needs and HR matters.
- Translate business priorities into people priorities, provide constructive challenge and shape practical HR responses that support business performance.
- Strengthen Entity HR capability, judgement and follow-through, enabling Entity HR teams to lead local implementation while providing advice, challenge and escalation where required.
- Strengthen HR delivery across assigned Central Team functions/units, ensuring their people priorities are connected to the wider BI MF HR agenda.
- Work closely with the other SM, HR, to align on shared and cross-cutting priorities, and facilitate knowledge sharing, peer learning and transfer of good practices to promote consistent and effective HR delivery across their respective portfolios.
- Work closely with the AD, HR, bringing insights from the portfolio to inform BI MF-wide HR priorities, decisions and interventions.
***2. Business and Workforce Effectiveness***
- Partner with leaders on business-led workforce, organisation and people decisions arising from growth, transformation, restructuring, productivity or changing business needs.
- Assess people’s implications of organisational changes and alignment initiatives, develop options with leaders and advise on effective workforce and organisational solutions.
- Provide HR input into business planning and strategic decisions, ensuring people’s considerations are integrated into business priorities and execution.
***3. Leadership & Talent Management***
- Partner with leaders and Entity HR to strengthen critical talent and leadership pipelines, succession and readiness for current and future business needs.
- Facilitate talent reviews and succession discussions, leveraging enterprise frameworks and CoE expertise while ensuring business ownership of talent decisions and development actions.
- Partner with leaders on leadership development, talent mobility and internal movement to strengthen organisational capability and retention.
- Promote inclusive and sustainable leadership pipelines, including women in leadership and other priority talent groups.
***4. People Risk & Organisational Effectiveness***
- Identify people-related risks, recurring organisational issues and improvement opportunities across the assigned portfolio, including regulatory, policy, audit, employee-relations, safeguarding, conduct and culture-related risks.
- Strengthen Entity HR capability and follow-through on risk mitigation, audit actions and organisational improvements, ensuring agreed actions are implemented and escalating material or recurring risks where required.
- Partner with Entity HR and leaders to ensure follow-through on recommendations arising from safeguarding and conduct investigations, disciplinary processes, culture assessments and other people-related reviews.
- Identify cross-entity themes and lessons, working with the Associate Director, HR and relevant CoEs to inform improvements to enterprise policies, frameworks and practices.
***5. Complex HR Advisory***
- Provide trusted HR advice to Entity leaders, MMTs, BI MF Senior Management Team and Entity HR Heads on complex people matters, including employee relations, performance, productivity, leadership and organisational change.
- Help leaders assess options, risks and implications and make sound, balanced people decisions.
- Provide targeted tactical or interim support during critical transitions, capacity gaps or high-priority interventions, while building sustainable Entity HR ownership and capability.
***6. Enterprise HR Integration***
- Connect business and Entity needs with the relevant CoEs and Central Services, ensuring the right expertise is engaged at the right time.
- Translate and contextualise enterprise HR frameworks, policies and solutions for BI MF business needs, without duplicating CoE ownership.
- Coordinate cross-functional and cross-entity HR priorities, ensuring alignment, business ownership, effective implementation and follow-through.
- Bring En
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