Senior HR Operations

AtHowden Maxi Insurance Broker Co.,Ltd , we pride ourselves on being a broker with a difference. Our principles help us stand out, while driving us to always try harder for our clients.

Position Summary

The Senior HR Operations professional is responsible for leading and managing end-to-end HR operations, payroll administration, HRIS management, compensation operations, recruitment support, and immigration processes. The role ensures accurate and compliant HR service delivery, drives process improvements, maintains employee data integrity, and supports the overall people strategy.

Key Responsibilities

1. Payroll Management

• Lead and manage the end-to-end payroll process ensuring accurate and timely salary payments for all employees.
• Validate payroll inputs including new hires, terminations, salary adjustments, bonuses, commissions, overtime, allowances, and deductions.
• Coordinate with payroll vendors and Finance teams to ensure payroll reconciliation and statutory compliance.
• Ensure compliance with tax regulations, social security requirements, provident fund contributions, and other statutory obligations.
• Review and continuously improve payroll processes, controls, and governance to minimize risks and errors.
• Address payroll-related inquiries and resolve issues in a timely and professional manner.

2. HR Operations & Employee Lifecycle Management

• Oversee all HR operational activities across the employee lifecycle, including onboarding, confirmation, transfers, promotions, organizational changes, and offboarding.
• Ensure all employee records are accurately maintained and updated in compliance with company policies and local labor regulations.
• Develop, implement, and continuously enhance HR operational processes and service delivery standards.
• Manage employment documentation including employment contracts, probation confirmation letters, salary adjustment letters, promotion letters, and separation documentation.
• Support employee relations matters by providing HR operational guidance and ensuring compliance with internal policies.
• Maintain HR policies, procedures, employee handbooks, and operational guidelines.

3. HRIS & Workday Administration

• Act as the primary HRIS administrator, ensuring data integrity, system effectiveness, and user support.
• Manage Workday transactions, workflows, security roles, organizational structures, and reporting functions.
• Collaborate with global and regional HR teams to implement HRIS enhancements, upgrades, and process improvements.
• Ensure employee and organizational data are accurately maintained in Workday.
• Generate HR reports, dashboards, workforce analytics, and management reports to support business decision-making.
• Lead system testing, User Acceptance Testing (UAT), and training activities for HR technology initiatives.
• Identify opportunities to automate HR processes and improve operational efficiency through system enhancements.

4. Visa & Work Permit Administration

• Manage the end-to-end visa and work permit process for expatriate employees and foreign hires.
• Coordinate with external immigration consultants, legal advisors, and government authorities.
• Monitor visa and work permit expiration dates and ensure timely renewals and compliance.
• Provide guidance to employees and business leaders on immigration requirements and regulations.
• Maintain accurate documentation and records related to immigration and employment eligibility.
• Ensure compliance with all local labor and immigration laws.

5. Recruitment Operations

• Support end-to-end recruitment operations and collaborate with hiring managers to ensure timely hiring.
• Coordinate interview scheduling, candidate communications, assessments, and recruitment administration.
• Manage recruitment documentation, offer letters, employment contracts, and onboarding requirements.
• Maintain recruitment data and ensure candidate information is accurately captured in recruitment systems.
• Track recruitment metrics including time-to-fill, hiring costs, and recruitment effectiveness.
• Support employer branding and talent acquisition initiatives as required.

6. Compensation & Benefits Operations

• Administer annual salary review, promotion, bonus, and incentive processes.
• Support compensation benchmarking and market analysis activities.
• Maintain compensation and employee benefits data within HR systems.
• Ensure salary and compensation changes are accurately reflected in payroll and HRIS systems.
• Coordinate employee benefit programs including medical insurance, provident fund, wellness initiatives, and other employee benefits.
• Provide compensation and benefits reporting and analysis to HR leadership.

7. HR Compliance, Governance & Risk Management

• Ensure compliance with labor laws, regulatory requirements, and company policies.
• Support internal and external HR audits by preparing required documentation and reports.
• Monitor changes in employment legislation and recommend updates to HR policies and practices.
• Maintain confidential employee information with the highest level of integrity and data privacy compliance.
• Identify operational risks and implement controls to mitigate compliance and employee-related risks.

8. Reporting, Analytics & Continuous Improvement

• Prepare monthly HR metrics and dashboards covering headcount, turnover, recruitment, payroll, compensation, and workforce trends.
• Analyze HR data to identify trends, risks, and opportunities for operational improvement.
• Develop standardized HR reports for senior management and regional stakeholders.
• Lead HR process improvement initiatives to enhance employee experience and operational efficiency.
• Participate in HR transformation and digitalization projects.
• Drive continuous improvement culture within HR Operations through automation, best practices, and process optimization.

9. Stakeholder Management

• Serve as a trusted HR Operations partner to business leaders, employees, Finance, IT, and external vendors.
• Provide expert guidance on HR operational matters and ensure consistent application of policies and procedures.
• Support the Head of HR in strategic and operational HR projects.
• Collaborate with regional and global HR teams to align local processes with organizational standards and best practices.
• Additional Responsibilities
• Act as HR Operations lead during HR system implementations, business transformations, mergers, acquisitions, or organizational restructuring projects.
• Perform any other duties and special projects assigned by the Head of HR.