People Operations & Systems Partner

[What the role is]

We are redesigning our HR service delivery to be leaner, smarter, and more efficient. We are seeking a Tech-Minded POS Partner to play a lead role in shaping this journey. This is not a traditional HR operations role. You will be responsible for driving reliable HR service delivery while leading the design, governance, and continuous improvement of HR systems, workflows, and automation solutions that strengthen the future operating model of the HR function.

[What you will be working on]

HR Operations & Service Delivery (The "BAU")

• Lead and govern end-to-end annual HR cycles, including but not limited to performance ratings, bonus administration, and promotion exercises, ensuring operational readiness, process integrity, timeliness, and accuracy across stakeholders.
• Oversee and strengthen core HR processes such as employee onboarding/offboarding, vendor payments, and claims processing, with responsibility for service standards, issue resolution, and continuous process improvement.
• Act as the senior point of contact for complex HR process and system queries, providing sound judgment, expert guidance, and ensuring that employee and stakeholder experience is managed effectively.
• Maintain data accuracy and compliance through structured validation, regular audits of HR records and transactions, and clear governance mechanisms to prevent recurring operational gaps.

Digital Transformation & Process Automation (The "Tech-Minded")

• Lead the identification and analysis of operational bottlenecks, repetitive tasks, and process gaps, and prioritise automation opportunities based on impact, feasibility, risk, and sustainability.
• Design, build, oversee, and deploy automated workflows and solutions using existing GovTech tools such as FormSG, Workday, and low-code platforms, ensuring solutions are scalable and fit-for-purpose.
• Serve as a senior system administrator and subject matter expert for core HR platforms, including Workday, managing user access, ensuring data integrity, shaping system optimisation, and advising on system-related decisions.
• Establish and maintain clear system documentation, governance guides, and Standard Operating Procedures (SOPs) for evolving HR processes, ensuring knowledge is institutionalised and not person-dependent.

Data, Analytics & Continuous Improvement

• Lead the development of standard and ad-hoc reporting to provide actionable insights for HR and business leaders, with a focus on decision support, service performance, and process improvement.
• Champion a culture of continuous improvement by setting the expectation for better ways of working, using data and stakeholder feedback to identify recurring issues and address root causes.
• Partner with stakeholders across HR and the business to understand needs, gather requirements, assess trade-offs, and co-create effective solutions that balance user experience, operational discipline, and system constraints.

Systems Administration & Management

• Manage and govern multiple HR platforms, including but not limited to Workday and FormSG, covering user access management, role assignments, license renewals, system hygiene, and operational risk controls.
• Design, create, review, and maintain digital forms, workflows, system documentation, and process controls to support HR operations and ensure consistency across service delivery.
• Ensure data integrity and system hygiene through regular audits, updates, maintenance activities, and corrective actions across HR systems, with accountability for addressing recurring issues at the system or process level.

Stakeholder Management

• Act as the senior point of contact for HR systems and process queries, ensuring timely resolution, clear escalation, and expert guidance for complex or cross-functional matters.
• Build and maintain strong relationships with Business Partners, HR teams, system owners, vendors, and stakeholders through proactive communication, structured support, and clear ownership of issues.
• Drive system adoption and process compliance through effective training, documentation, stakeholder engagement, and change management, especially where new workflows or behavioural changes are required.

[What we are looking for]

We are looking for a unique blend of HR operations depth, systems thinking, and a builder's mindset. You should be an experienced HR professional with strong technology orientation, or a systems-oriented HR practitioner who has led operational improvement, automation, and stakeholder delivery in a complex environment.

Experience & Education:

• Diploma or Bachelor's Degree in Human Resources, Information Systems, Business, or a related discipline.
• Typically 10+ years of relevant experience in HR operations, HR systems, HR shared services, process improvement, or a related field, with strong exposure to HRIS platforms and enterprise HR processes.
• Strong expertise in managing, optimising, and governing HRIS platforms, in particular Workday.
• Demonstrated track record in implementing HR technology solutions, leading process improvement, and driving digital transformation in HR functions or service delivery environments.
   

Technical Acumen:

• Hands-on experience with HRIS platforms, with strong understanding of Workday or equivalent enterprise HR systems.
• Strong proficiency in Excel and data analysis; experience with reporting, dashboarding, or data visualisation is highly desirable.
• Strong ability to work with low-code/no-code tools, assess automation opportunities, and translate operational problems into practical system or workflow solutions.

Mindset:

• A Problem-Solver's Mentality: You do not stop at identifying issues. You are able to diagnose root causes, assess trade-offs, and drive practical solutions that improve service delivery and reduce recurrence.
• A Builder's Passion: You enjoy creating solutions, improving processes, and building systems that have a direct impact on efficiency, user experience, and operating discipline.
• Resilience & Adaptability: You are comfortable operating in ambiguity, managing competing priorities, and leading improvement work in a dynamic environment where processes, systems, and stakeholder needs continue to evolve.

Technical Skills

• Advanced proficiency in HR systems, databases, and Excel, with strong data analysis and reporting capabilities.
• Hands-on experience in workflow design, system configuration, process automation, and translating business requirements into workable system solutions.
• Strong capability in managing multiple HR platforms while ensuring data accuracy, access discipline, process integrity, and system hygiene across the HR technology landscape.

Soft Skills

• Highly analytical with excellent problem-solving abilities, sound judgment, and meticulous attention to detail.
• Strong communication and stakeholder management skills, both written and verbal, with the ability to manage senior stakeholders and working-level users effectively.
• Ability to work independently, handle ambiguity, manage multiple priorities, and bring structure to complex or evolving operational issues.
• Collaboration: Strong ability to work across HR, business stakeholders, system owners, and vendors, with the ability to explain technical concepts to a non-technical audience.
• Experience in a fast-paced, tech-driven environment, with proven ability to lead change, improve adoption, and sustain process discipline.