HR Operations Executive

Role Overview This is a role for someone early in their career who is genuinely excited about AI and automation, and who wants to learn HR properly. You'll sit at the centre of HR operations — onboarding, employee records, payroll inputs, work passes — while getting structured exposure to employee relations and business-partnering work alongside the Senior HR Manager and HR Assistant Manager. The other half of the job is the part most HR roles don't have: mapping how the team actually works, then building the automations, micro-apps, and AI-assisted workflows that make it faster. You do not need prior HR experience. The HR knowledge is something we will teach you; the curiosity about technology is what you need to bring. Key Responsibilities HR Operations (learn by doing) - Run day-to-day HR administration: onboarding and offboarding, employment documentation, employee records, leave and attendance, and benefits administration. - Prepare and validate monthly payroll inputs and support CPF and statutory submissions. - Support work pass applications, renewals, and cancellations (EP/S Pass/Dependant Pass), tracking deadlines and documentation. - Maintain accurate, confidential HR data and keep the HRIS clean and trustworthy — good data is the foundation everything else here is built on. Employee Relations & HRBP Exposure - Serve as a first point of contact for everyday employee queries on policies, leave, benefits, and processes, escalating appropriately. - Support the Fractional HR Leader on employee relations matters — preparing case documentation, taking meeting notes, and tracking follow-up actions — building toward handling straightforward cases independently. - Support business-partnering activity: headcount and hiring trackers, engagement survey logistics, performance cycle coordination, and preparing people data for leadership reviews. AI, Automation & Workflow Building - Map existing HR workflows end to end, identify where time is lost to manual or repetitive work, and propose what to automate first. - Build and maintain automations, micro-apps, and internal tools that remove that work — onboarding checklists that run themselves, document generation, approval flows, dashboards, self-service answers to routine employee questions. - Use AI tools to accelerate day-to-day HR work (drafting, summarising, data cleanup, policy Q&A) and share what works with the rest of the team. - Document what you build and train colleagues to use it, so the capability belongs to the function rather than to one person. - Apply basic guardrails from day one: PDPA compliance, confidentiality of employee data, and human review of anything that affects a person's employment. Requirements - Experience: 1–2 years of work experience in any field. HR experience is not required — we will train you. - Genuine interest in AI and automation: You already use AI tools in your own work or projects and have built something with them, however small. That might be a no-code automation, a script, a custom GPT or Claude project, an app, a bot, or a spreadsheet system that saved a team real time. Be ready to show us. - Builder's instinct: You notice repetitive work and want to fix it rather than tolerate it, and you can learn an unfamiliar tool without waiting to be taught. - Detail and discipline: Payroll, statutory deadlines, and employee records leave no room for "close enough" — accuracy matters as much as speed. - Discretion: Comfortable handling sensitive employee and salary information with complete confidentiality. - Communication: Clear, professional written and verbal English, and the confidence to deal with employees at all levels. - Nice to have (not required): exposure to HRIS platforms, SQL or Python, no-code/low-code experience in HR, operations, or analytics. What's on Offer - Structured HR training and direct mentorship from an experienced HR Team and breadth across operations, employee relations, and business partnering, not one narrow slice. - A clear growth path toward HR Assistant Manager or an HR Business Partner / People Operations specialist track. - Budget, tooling, and genuine permission to build — your automations go into production, not into a backlog. - Competitive salary with performance bonus.