PEOPLE OPS EXECUTIVE

Our mission is to accelerate the progress of the fashion ecosystem. For the brands that make it. For the factories that build it. We are a B2B fashion supply chain company on that path to a billion dollars in sales by 2030, already working with some of the largest brands in fashion, from Inditex in Spain to Next in the UK. Around 200 of us build it from Dhaka, London and Barcelona, and around 150 of us are in Dhaka. Every one of those people was hired, onboarded, paid and looked after by a People Ops team that runs on written checklists, not on memory. That team is small, and it is growing. We are hiring a People Ops Executive in Dhaka: an early-career generalist who will learn the whole people lifecycle from the inside and run it with urgency. This is a builder’s seat, not an HR desk. If you want to learn fast and own real things early, read on.

READ THIS BEFORE YOU APPLY

We hire for the wiring, not the CV. This seat needs energy, hunger and urgency: someone who moves today, misses nothing, and says so the moment something is wrong. If you want a calm HR desk with a fixed routine, this is not it. If you want to learn the entire people operation of a fast company in your first year, it is.

THE ROLE

One pod. Around 150 people. Eight processes. Nothing missed, ever.

Nitex is a design-forward fashion supply chain platform. We give brands fresh designs, no minimum order quantity, fast and compliant manufacturing, and real-time visibility into production. Behind that sits a company of builders, and every one of them touches People Ops: the day they are hired, the day they start, every month they are paid, every certificate they need, and the day they leave.

People Ops at Nitex is not an HR department in the old sense. It is two pods, and each pod owns the complete lifecycle of its people: hiring, onboarding, day-to-day, payroll data, documents, devices, exits. The Bangladesh pod covers around 150 people and is run by a People Business Partner. You join that pod as its first executive. You report to the People Business Partner and you learn the operation by running it with them, checklist by checklist, until you can run it cold.

The bar is written in the team’s playbook: nothing missed, ever, and no dependence on memory. Every hire, joiner, leaver, certificate and payroll cycle runs on a checklist with an owner, a deadline and a verification step. You are the person those checklists run through.

What you will actually do

• Run hiring logistics for Bangladesh roles: post the role, screen the first pass against the requisition, schedule every interview, keep every candidate in Bamboo with a source and a current stage, and answer candidates the same day.
• Run the joiner runbook: letter pack signed and filed, Bamboo record created the day it is signed, device allocated with a signed acknowledgment, email and Slack and tools live, goal sheet ready for Day 1. The new joiner walks into a desk that works.
• Be the operational anchor for every new joiner in their first 30 days: the person they ask when they do not know who to ask.
• Run document services on the clock: NOCs and salary certificates within 24 hours, verification letters within 48. The clock starts when the request lands in the channel.
• Keep Bamboo true, daily: leave requests answered within 24 hours, nothing sitting requested longer than a day, records that the standup report and payroll can trust.
• Prepare the monthly payroll change sheet for Bangladesh: joiners, leavers, unpaid leave, approved increments. Frozen on time, checked four-eyes, sent to Finance clean.
• Run the leaver runbook with the hiring manager and Finance: handover, exit interview, device return checked against the signed asset register, every access dead on the last day.
• Keep the renewals sheet and the Challenge Log current: every expiry with its alarm, every miss logged the same day with its root cause and the fix.

Why this seat is different

Most junior HR jobs are a corner of a process: you do the paperwork and somebody else owns the outcome. Here you own the checklist end to end, and the checklist is how the company runs. When every joiner is ready on Day 1, that is you. When a certificate lands in 24 hours, that is you. You will see how a company of builders is put together, one hire and one exit at a time, and you will be trusted with it early. Get good fast, and you will not be junior for long.

THE STANDARD

Nothing missed, ever. No dependence on memory. Every joiner ready on Day 1, every request answered inside its promise, every record true. That is the whole scoreboard, every single day.

WHO WE ARE LOOKING FOR

We hire for mindset first. Mindset is what runs a startup. The CV comes second.

The mindset, non-negotiable

• High urgency. Today, not tomorrow. When a request lands you move on it now, and when you cannot close it today you say when you will. Waiting for Monday is not in you.
• High energy. A company of builders needs a people team that matches its pace. You bring energy into the room; you do not drain it.
• Hungry to learn. You want the whole people lifecycle in your hands within a year, and you pull it toward you instead of waiting to be handed it.
• Accurate by habit. A wrong start date, a wrong salary line or a missed leave entry costs real people real money. You check, then you check again.
• Ownership. Once you know a checklist, you run it without being told twice. If it is on your list, it is yours.
• You flag problems early. When something has gone wrong, you say so straight away, to the person who needs to hear it. You do not go quiet.
• Discreet. You will handle salaries, letters and personal records. What you see stays where it belongs.
• People-first, not soft. You care about the person in front of you and you still hold the standard. Facts and results decide.

The kind of background that fits

This is an early-career seat, not a first job. We want one to two years of real experience: enough familiarity with how a company runs its people that nothing here is new to you on Day 1:

• One to two years minimum in HR, people ops, admin, operations or recruiting, at a startup, a fast agency or a growing company, where you ran real processes for real people.
• Some familiarity with the basics already: an HR system, an onboarding, a leave record, a letter that had to be right. You will not know all of it yet, but none of it should be new.
• Good communication in both Bengali and English, written and spoken. You will write to candidates, colleagues and managers every day.
• Quick with tools and quicker to learn new ones: spreadsheets, Slack, an HR system. We use BambooHR. You do not need to know it yet; you need to be the kind of person who learns it in a week.
• Based in Dhaka, or ready to be.

Do not apply if

• You are a fresh graduate with no working experience yet. Come back in a year with a record.
• You want a nine-to-five HR desk with a fixed routine. This is a build, and builds run hard.
• You wait to be told what to do. This job runs on initiative once you know the basics.
• You go quiet when something slips instead of flagging it the moment you see it.
• You think of HR as policy and paperwork rather than people and outcomes.
• You are looking for a title. The title here is small and the responsibility is not.
• You need a big company’s structure before you can perform. Here the structure is a checklist and you.

SUCCESS, REWARD, AND HOW TO APPLY

What good looks like, how you are paid, and the questions that decide whether we talk.

What success looks like

First 30 days: You know the joiner and leaver runbooks and every document template cold. You have run a full joiner cycle with your partner watching. Bamboo is clean for your pod, and a request in the channel gets an answer from you the same day.

First 90 days: You run the joiner and leaver runbooks, document services and daily Bamboo hygiene on your own. Every joiner of yours is ready on Day 1. Every document request lands inside its promise. Your first monthly change sheet went to Finance on time and clean.

End of Year 1: You own the Bangladesh pod’s lifecycle day to day, and your partner is free to build. Hiring logistics run through you without a candidate left waiting. The Challenge Log shows fewer repeats every quarter, because you fixed the process, not just the fire.

How you are paid

A base that reflects the market and the role. As you prove yourself, your pay grows, and you earn ownership in what you build through stock. We pay for the work and we promote on it. Get good fast, and you will not be junior for long.

How to apply

Do not send a CV alone. Send your CV and short, specific answers to the four questions during your applications. We read the answers first. Vague answers do not move forward.

A NOTE ON HOW WE HIRE

Our process tests mission fit, mindset and accuracy in that order, and includes a real work test: you will run a piece of the joiner checklist with us, against the clock. We would rather hire a hungry builder with a gap than a settled CV.

Apply Now!