HR Operations Executive

Mission Possibly; Singapore; Remote; SGD 60.000 - 90.000; Vollzeit

Benefits dieser Stelle

Unlimited leave

Flexible hours

Travel and health insurance

Wellness budget

Travel credits

Zusammenfassung

Mission Possibly is seeking an HR & People Operations lead to own end-to-end hiring, HR operations, and team engagement across the group of brands. You will manage the hiring funnel, onboarding, payroll inputs, and policy compliance, while also shaping our corporate presence on LinkedIn and careers pages.

You’ll report to the CEO (Head of HR) and collaborate with CMO, Finance, and brand leaders to build a scalable people function for multiple brands across Singapore.

Qualifikationen

• Have 2+ years in HR, people operations or recruitment, ideally at a startup or small company.
• Have run hiring end to end before, from job post to signed offer.
• Know Singapore employment basics: Employment Act, CPF, MOM rules, PDPA.
• Write clearly and craft LinkedIn posts readers engage with.
• Be organized and careful with personal data; contracts matter.
• Use AI tools to work faster; comfortable with Lark and Google Workspace.

Aufgaben

• Hiring and candidate filtering: post, board, sourcing, scorecards, first rounds, references.
• HR operations: onboarding, contracts, leaves, payroll inputs with finance.
• Team engagement: monthly briefings, calendars, pulse checks.
• Corporate brand and LinkedIn: manage page, posts, and careers content.

Kenntnisse

Hiring end-to-end

Candidate screening

LinkedIn content

HR operations

Employer branding

Team engagement

Tools

Lark

Google Workspace

No-code tools

AI tools (Claude/ChatGPT)

Jobbeschreibung

Mission Possibly · Group role, works across all brandsDepartment: Corporate Strategy (HR) · Reports to: CEO (Head of HR)Works closely with: CMO (on corporate brand), Finance (on payroll inputs)

About us

Mission Possibly is a Singapore group of adventure brands. ESC runs graded snowboard camps in Japan, Switzerland and China. cat.treks runs women-only adventure trips. ALT (hiking) and CurioTour (family travel) are launching next.

One small shared team runs HR, finance, operations and marketing for every brand. We're building this to last 30 years, not to sell in 3.

Why this role exists

Today our CEO does HR, hiring and finance himself. We're splitting that into two roles. This one owns people: hiring, HR operations, team engagement, and how Mission Possibly shows up as an employer on LinkedIn. Bookkeeping, payroll processing and reimbursements sit with our finance lead.

The big one: you run hiring so the CEO only meets 2–3 strong finalists per role, not 50 CVs.

Your North Star

Good people join fast and stay. We track it two ways: how many hires pass probation, and how few hours the CEO spends per hire.

What you'll do

1. Hiring and candidate filtering (about 35% of your time)

• Run every hire end to end, for every brand: job post, careers page, LinkedIn, job boards, sourcing.
• Filter hard. Set knockout questions, score every applicant on a written scorecard, run first-round video calls and short work tasks.
• Check references before the final stage.
• Hand the CEO 2–3 finalists per role, each with a one-page summary: scores, work task, references, and your recommendation.
• Reply to every candidate within 5 working days at every stage, including the ones we turn down.

2. HR operations (about 30%)

• Onboarding and offboarding: contract signed, written Key Employment Terms within 14 days, accounts set up, insurance enrolled, first-week plan ready.
• Keep HR records right: signed contracts, team directory and org chart, leave records, probation and quarterly pay review dates.
• Run benefits: group insurance with our broker, staff trip discounts and travel credits, wellness budget, and training (SkillsFuture and other government schemes first).
• Keep our HR hub and wiki current, and answer team HR questions within 1 working day.
• Send payroll changes (joiners, leavers, pay changes) to Finance on time every month.
• Keep us compliant with Singapore employment rules (Employment Act, CPF, MOM, PDPA) and our overseas contractor terms.

3. Team engagement (about 10%)

• Run the monthly team briefing.
• Keep the birthday and work-anniversary calendar, and make sure nobody gets missed.
• Run a short team pulse check every quarter, and report what we changed because of it.

4. Corporate brand and LinkedIn (about 25%)

• Own the Mission Possible LinkedIn page: 2 posts a week on team stories, behind-the-scenes from trips, new joiners, milestones and open roles.
• Help the CEO and team leads post on their own LinkedIn: ideas, drafts, edits, scheduling.
• Keep our careers pages, company profile and “about us” facts current and in line with our brand guide.
• Handle group announcements, award entries and speaking applications.

What you won't handle

• Each brand's consumer social channels and ads (Marketing team).
• Bookkeeping, payroll processing and reimbursements (Finance).
• Drafting contracts beyond our templates (Legal).

How we'll measure you

• Time to shortlist: 2–3 credible finalists within 3 weeks of a role opening
• Finalist quality: CEO would hire at least 1 in every 3 finalists you send
• Probation: at least 80% of hires pass probation
• Onboarding: everything ready before day 1; written KETs within 14 days, every time
• HR records: every team member has a signed contract and an up-to-date directory entry
• Candidate replies: every candidate hears back within 5 working days at each stage
• LinkedIn: 2 company posts a week; follower growth and applicants who came from LinkedIn, tracked monthly

Your first 90 days

• Month 1: learn our brands, tidy up contracts and the team directory, take over open roles.
• Month 2: rebuild our hiring flow (forms, scorecards, work tasks) and start the LinkedIn rhythm.
• Month 3: take at least one hire all the way to CEO final stage; run the first quarterly pulse check.

You'll fit if you

• Have 2+ years in HR, people operations or recruitment, ideally at a startup or small company.
• Have run hiring end to end before, from job post to signed offer.
• Know Singapore employment basics: Employment Act, KETs, CPF, MOM rules, PDPA.
• Write clearly. You can write a LinkedIn post people actually read.
• Are organised and careful with personal data. Small mistakes in contracts matter to you.
• Use AI tools (Claude, ChatGPT) to work faster, and are comfortable with Lark, Google Workspace and simple no-code tools.
• Can work Singapore hours (9am–6pm SGT).

Nice to have

• Employer branding or content experience; Canva.
• Travel, outdoor or hospitality background.
• You snowboard or hike, or you'd like to start.

What we offer

• Pay that grows as the company grows, reviewed every 3 months.
• Unlimited leave and flexible hours.
• Travel and hospitalisation insurance (our Singapore group policy, or reimbursed at local cost if you're overseas).
• Discounts and travel credits on our own trips, for you and nominated family and friends.
• A yearly wellness budget.