Senior, HR Operations

Amplify Health; Singapore; On-site; SGD 90,000 - 130,000; Full time

Job summary

Amplify Health in Singapore is seeking an experienced regional HR Operations professional to ensure accurate payroll, benefits and lifecycle administration across markets. You will act as a hands-on Workday HCM power user, coordinating with HR, Finance and external vendors to maintain data accuracy and governance.

The role drives continuous improvements in processes and controls while supporting rewards and compensation activities.

Qualifications

• 6+ years of HR operations experience across payroll, benefits and lifecycle administration.
• Strong hands-on Workday HCM experience and data management.
• Excellent analytical and Excel skills with attention to accuracy.

Responsibilities

• Own end-to-end payroll administration across assigned markets with governance.
• Administer benefits, enrolments and renewals with vendor liaison.
• Manage employee lifecycle changes and ensure data accuracy across systems.
• Support rewards and compensation processes including annual reviews.
• Produce HR operations reports and maintain documentation for audits.

Skills

Payroll processing

Data integrity

Process optimization

Education

Bachelor’s degree in HR/Business

Tools

Workday HCM

Excel

Job description

At Amplify Health, we’re looking for individuals with ambition, resilience and passion for healthcare, insurance, wellness and digital technology. As a fast-growing business with the ambition of making people and communities across Asia healthier, we have exciting career opportunities available to help us achieve our vision.

A hands-on regional HR Operations role responsible for ensuring the accurate, timely and compliant delivery of core HR operations across payroll, benefits, employee lifecycle administration and Workday.

The role serves as an operational link between employees, managers, HR, Finance and external vendors, ensuring employee transactions are completed correctly, HR data remains reliable, and processes have appropriate controls. It also provides operational support for Rewards and compensation activities.

Responsibilities

1) Payroll Administration & Controls

• Own the end-to-end monthly payroll process for assigned markets, ensuring accurate and timely payroll delivery.
• Manage and validate payroll inputs including new hires, terminations, salary changes, bonuses, allowances, deductions and leave adjustments.
• Conduct pre- and post-payroll reconciliations, investigate variances and resolve exceptions with payroll providers and Finance.
• Maintain payroll calendars, approvals, controls and supporting documentation to ensure appropriate governance and audit readiness.
• Manage payroll-related employee queries and statutory or year-end activities in partnership with external providers.
• Identify recurring payroll issues and implement improvements to strengthen accuracy, efficiency and controls.

2) Benefits Administration

• Manage day-to-day benefits administration across enrolments, employee changes, renewals and terminations.
• Ensure employee eligibility and benefits records are accurately maintained across Workday, payroll and provider systems.
• Partner with brokers, insurers and benefits providers to resolve employee queries and service issues.
• Support benefits renewals, invoice validation, employee communications and related administrative activities.
• Contribute to benefits benchmarking and reviews through accurate employee data and operational insights.

3) Employee Lifecycle Management

• Manage HR operational activities across the full employee lifecycle, from onboarding through to offboarding.
• Administer employee changes including promotions, transfers, salary adjustments, leave, reporting-line changes and contractual amendments.
• Ensure approved employee transactions are accurately reflected across Workday, payroll, benefits and relevant downstream systems.
• Maintain employment documentation, employee records and HR Operations trackers in accordance with established policies and controls.
• Provide timely and practical HR Operations support to employees and managers, escalating complex matters where appropriate.
• Continuously improve lifecycle processes, documentation and cross-functional hand-offs to enhance the employee experience.

4) Workday HRIS & People Data

• Act as a Workday HCM power user, supporting employee transactions, business processes, reporting and workforce data management.
• Maintain accurate employee and organisational data and ensure HR transactions are completed correctly and on time.
• Conduct regular data-quality checks and reconciliations across Workday, payroll, benefits and other HR systems.
• Investigate data discrepancies and drive corrective actions with relevant stakeholders.
• Support Workday testing, releases, process improvements and HR technology enhancements.
• Produce recurring and ad hoc people reporting while maintaining appropriate data confidentiality and governance.

5) Rewards & Compensation Administration

• Support the operational delivery of annual salary review and bonus processes, including data preparation, validation and implementation.
• Process approved salary, allowance, bonus and other compensation changes accurately through Workday and payroll.
• Support basic salary benchmarking and internal pay comparisons using available market and employee data.
• Provide compensation data and analysis to support Rewards reviews, workforce planning and management reporting.
• Develop a practical understanding of salary structures, ranges and compensation principles to support routine HR enquiries.
• Support Workday Compensation processes, testing and administration where required.

6) HR Operations Governance & Reporting

• Maintain effective operational controls across payroll, benefits, employee lifecycle processes and HR data.
• Ensure HR transactions comply with established policies, approval requirements and documented processes.
• Maintain accurate records and supporting documentation for audit, statutory and internal reporting requirements.
• Produce HR Operations reporting covering payroll changes, workforce movements, data quality and key operational activities.
• Monitor outstanding actions, exceptions and operational risks and ensure issues are followed through to resolution.
• Manage day-to-day relationships with payroll providers, benefits providers, brokers and other HR service partners.
• Monitor vendor performance and resolve service issues to ensure agreed timelines and service standards are maintained.
• Partner with HR, Talent Acquisition, Finance, IT and managers to ensure effective employee lifecycle hand-offs.
• Provide responsive and practical HR Operations support while balancing employee experience, operational accuracy and governance.

8) Continuous Improvement & Employee Experience

• Identify opportunities to simplify, standardise and automate HR Operations processes.
• Use payroll exceptions, employee queries and HR data issues to identify recurring gaps and root causes.
• Support or lead HR Operations improvement initiatives, including Workday enhancements, process redesign and vendor improvements.
• Maintain clear process documentation, templates and operating procedures to support consistent delivery across markets.
• Help build scalable HR Operations practices that combine strong controls with a positive employee experience.

Candidate Profile

Experience and Qualifications

• 6+ years of HR Operations experience, ideally within a regional or multi-country environment, with strong hands-on experience in payroll, benefits and employee lifecycle administration.
• Proven experience managing end-to-end payroll operations, including payroll inputs, validation, reconciliation, issue resolution and coordination with payroll providers and Finance.
• Strong experience managing employee lifecycle processes, including onboarding, employee changes, transfers, promotions, leave and offboarding.
• Good working knowledge of benefits administration, including enrolments, employee changes, renewals and provider management.
• Strong hands-on experience with Workday HCM, including employee transactions, data management, business processes and reporting. Exposure to Workday Compensation is advantageous.
• Sound understanding of HR operational controls, data accuracy and confidentiality, with experience supporting audits or statutory requirements.
• Exposure to Rewards and compensation administration, such as annual salary and bonus reviews, salary benchmarking or compensation analysis, would be advantageous.
• Strong analytical and Excel skills, with the ability to work confidently with payroll, compensation and employee data.
• Experience working with external payroll, benefits or HR service providers and managing operational issues through to resolution.
• Bachelor’s degree in Human Resources, Business Administration or a related discipline.

Competencies & Core Characteristics

We are seeking a professional who embodies the following competencies and characteristics essential for success in our scale-up environment:

• Technical Domain Expertise: Brings deep practical knowledge of payroll, benefits, employee lifecycle administration and Workday. Understands the interdependencies between HR data, payroll outputs, finance controls and the employee experience.
• Data-Driven Decisiveness: Uses reconciliations, exception reports and operational metrics to identify risks and make timely decisions. Maintains a high standard of accuracy and can explain the basis for recommendations clearly.
• Resilient Operator: Plans effectively around fixed payroll deadlines and competing priorities, remains composed when resolving sensitive issues, and follows through until matters are fully closed.
• Unifier & Cross-Functional Influencer: Builds trusted working relationships with employees, managers, Finance, HR colleagues and vendors. Clarifies ownership, strengthens hand-offs and constructively challenges gaps in process or control.
• Customer-Obsessed Advocate: Provides responsive, practical and respectful support while balancing employee needs with policy, compliance and control requirements. Looks for ways to simplify processes without compromising accuracy or governance.

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