Senior HR Operations Manager

MoneySmart is Southeast Asia’s leading personal finance platform, helping consumers across Singapore and Hong Kong find the right financial products and make smarter decisions with their money. We’re at an inflection point: moving from a comparison platform to a genuinely personalised financial companion. Mission The Senior HR Operations Manager owns and runs HR Operations across Singapore and Hong Kong. This means the systems, processes and data that carry every employee through their lifecycle, from offer and onboarding through changes, payroll and benefits to offboarding are run accurately, compliantly and with minimal friction. The role is accountable for an operation that supports employees and the company in a way that creates great outcomes for both. The direction for HR operations is the same as the rest of MoneySmart: data-informed, AI-native, and ruthlessly efficient operations that meet business needs. Agility, focus, decisiveness and expertise are tools that will help us make the transition but most important is the ability to pick up new skills and try new ways of working to break the entrenched patterns of how HR has been run in the past. The role reports to the Head of People, who holds ultimate responsibility over the People Team at MoneySmart and determines what authority is delegated to the Senior HR Operations Manager. Responsibilities Run core HR processes across all employment markets as one operation. One documented set of processes covers payroll, benefits, records and the recurring pay, performance and development cycles. Harmonised wherever possible, most importantly compliant, robust and reliable. A single failure in payroll, work-visa authorisation or regulatory submissions is one too many An employee journey that feels personalised. Manage the whole employee lifecycle. Onboarding, tool enablement, performance reviews, learning and development confirmations, changes, transfers and offboarding run smoothly end-to-end. Create and manage intervention points to improve desired retention, to improve performance and to have the biggest impact at scale Bring the culture to life. Take the lead in putting intent into practice and bringing our target culture into reality. Cultivate a strong understanding and adoption of intended culture and MoneySmart's values and mission. Ensure culture adoption is embedded into how HR operates, and culture-positive employees are celebrated and the importance of culture is seen Compensation and benefits are a win-win outcome. Work with the Head of People to design and manage compelling compensation and benefit structures that attract and motivate talent, create fair reward for performance and are suitably benchmarked, both internally and externally. Compensation changes, benefits and rewards are administered correctly and on schedule across both markets, with robust controls Innovate and experiment to drive improvement. Explore and test new ways of working, new tools and especially AI-capabilities to transform people operations to provide better, more meaningful service to employees and leadership Create valuable employee data and extract maximum value . The HRIS is the single source of truth: clean, structured and reportable. Manager and employee self-service puts accurate answers at people's fingertips and cuts routine queries. Data breadth, automated collection and quality controls are continually improved. Claims relating to government-subsidised benefits are managed efficiently, like maternity or national service leave Coach and advise line managers to make them more impactful. Beyond ensuring consistent application of agreed HR practices, you would identify gaps and opportunities to build manager capability so they handle these situations correctly, confidently and increasingly independent. This is particularly true for sensitive matters such as performance management (performance improvement plans), investigations and disciplinary processes Skills, Traits and Competencies Operational rigour and accuracy. Treats getting the details right as non-negotiable, because in HR Ops errors land directly on people's pay, status and trust, and on the company's compliance position. Builds the controls and checks that make accuracy systematic rather than heroic Great organisation and decision making: Excels at identifying priorities and working accordingly. Can see problems coming ahead of time rather than focussing just on the next step. Knows when to act to relieve th…