Senior, HR Operations

Do meaningful work with us. Every day.

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.

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.

7) Vendor & Stakeholder Management

• 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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