HR Operations Executive

With Kinna is a Fractional HR Team that listens. Backed by strong commercial HR expertise, we are scaling rapidly in Southeast Asia, and we are building AI products and embedding AI into how we operates. As the team grows, they are building our fractional capabilities that runs the way the future of business is intended to be — automated, data-led, and unafraid of new tools. We are looking for a junior HR Operations Executive to join that function and help build it. Role Overview This is a role for someone early in their career who is genuinely excited about AI and automation, and who wants to learn HR properly. You'll sit at the centre of HR operations — onboarding, employee records, payroll inputs, work passes — while getting structured exposure to employee relations and business-partnering work alongside the Senior HR Manager and HR Assistant Manager. The other half of the job is the part most HR roles don't have: mapping how the team actually works, then building the automations, micro-apps, and AI-assisted workflows that make it faster. You do not need prior HR experience. The HR knowledge is something we will teach you; the curiosity about technology is what you need to bring. Key Responsibilities HR Operations (learn by doing) - Run day-to-day HR administration: onboarding and offboarding, employment documentation, employee records, leave and attendance, and benefits administration. - Prepare and validate monthly payroll inputs and support CPF and statutory submissions. - Support work pass applications, renewals, and cancellations (EP/S Pass/Dependant Pass), tracking deadlines and documentation. - Maintain accurate, confidential HR data and keep the HRIS clean and trustworthy — good data is the foundation everything else here is built on. Employee Relations & HRBP Exposure - Serve as a first point of contact for everyday employee queries on policies, leave, benefits, and processes, escalating appropriately. - Support the Fractional HR Leader on employee relations matters — preparing case documentation, taking meeting notes, and tracking follow-up actions — building toward handling straightforward cases independently. - Support business-partnering activity: headcount and hiring trackers, engagement survey logistics, performance cycle coordination, and preparing people data for leadership reviews. AI, Automation & Workflow Building - Map existing HR workflows end to end, identify where time is lost to manual or repetitive work, and propose what to automate first. - Build and maintain automations, micro-apps, and internal tools that remove that work — onboarding checklists that run themselves, document generation, approval flows, dashboards, self-service answers to routine employee questions. - Use AI tools to accelerate day-to-day HR work (drafting, summarising, data cleanup, policy Q&A) and share what works with the rest of the team. - Document what you build and train colleagues to use it, so the capability belongs to the function rather than to one person. - Apply basic guardrails from day one: PDPA compliance, confidentiality of employee data, and human review of anything that affects a person's employment. Requirements - Experience: 1–2 years of work experience in any field. HR experience is not required — we will train you. - Genuine interest in AI and automation: You already use AI tools in your own work or projects and have built something with them, however small. That might be a no-code automation, a script, a custom GPT or Claude project, an app, a bot, or a spreadsheet system that saved a team real time. Be ready to show us. - Builder's instinct: You notice repetitive work and want to fix it rather than tolerate it, and you can learn an unfamiliar tool without waiting to be taught. - Detail and discipline: Payroll, statutory deadlines, and employee records leave no room for "close enough" — accuracy matters as much as speed. - Discretion: Comfortable handling sensitive employee and salary information with complet - Communication: Clear, professional written and verbal English, and the confidence to deal with employees at all levels. - Nice to have (not required): exposure to HRIS platforms, SQL or Python, no-code/low-codip experience in HR, operations, or analytics. What's on Offer - Structured HR training and direct mentorship from an experienced HR Team and breadth across operations, employee relations, and business partnering, not one narrowslice. - A clear growth path toward HR Assistant Manager or an HR Business Partner / People Operations specialist track - Budget, tooling, and genuine permission to build — your automations go into production, not into a backlog. - Competitive salary with performance bonus.