To investigate the nature of job commitment among Human Resource Manager according to job experience, and type of job. A cross-sectional survey design was employed with a purposive sample of 100 managers. Job commitment were measured using the Organizational Commitment Scale (Mooday, Steer & Porter, 1979). The results of one-way ANOVA tests revealed significant differences in job commitment scores by human resource manages job type and job experience. However, significant job commitment were found based on job type ((F = 66.587; P < .01)), and job experience (F = 3.914; P < .01). Regression analysis further indicated that human resource manager’s job type and job experience were modest but significant predictors, explaining 39.5% (R² = .395, p = .001), and 14.2% (R² = .142, p = .001) of the variance in job commitment scores, respectively. Organizational commitment in human resource management was the main focus of this study. Despite the fact that this idea has been extensively researched in many academic settings, no study has been conducted in Bangladeshi private institutions as of yet.