HUMAN RESOURCE MANAGER – HRMS, RECRUITMENT & AI OPERATIONS
# HUMAN RESOURCE MANAGER – HRMS, RECRUITMENT & AI OPERATIONS **BMG Hospitality** · Bukit Timah · `On-site` 🕒 **Статус:** *Опубликовано: сегодня* · *Источник: Indeed* --- ### About the Role ROLE OVERVIEW BMG Hospitality is looking for a hands-on Human ResourceManager who can build and operate the HR function for our growing hospitalitybusiness. This is a practical role focused on: Building and managing BMG’s HRMS system • Creating acentral recruitment and candidate CRM/database • Recruiting frontlineemployees, especially Front Desk / Guest Experience staff and Housekeepers •Preparing job descriptions, candidate briefings, SOPs and onboardingwalkthroughs • Managing payroll administration • Handling employee relationsand first-line employment disputes • Using AI daily to increase HR productivity AI capability is a core requirement. The successfulcandidate must be comfortable using ChatGPT, ChatGPT Work, Claude and ClaudeCowork as normal working tools. KEY RESPONSIBILITIES 1. BUILD BMG’S HRMS During the first month, the HR Manager will work togetherwith BMG’s programmer to create and implement a practical HRMS system. The HRMS should progressively cover: Employee master records Candidate information Recruitment status Employment contracts Attendance Leave Payroll information Onboarding Training Probation Performance records Warnings and disciplinary records Grievances Resignation and termination Exit records The HR Manager does not need to be a programmer, but mustunderstand the HR requirements, prepare clear briefs for the programmer, testworkflows and ensure that the system is practical for daily operations. 2. CREATE A CENTRAL RECRUITMENT CRM / MANPOWER DATABASE The HR Manager will create and maintain a centralCRM/database for BMG’s manpower and recruitment requirements. The system should contain: All open positions Approved manpower requirements Job descriptions Candidate profiles CVs Interview notes Interview status Salary expectations Availability Offers Rejections Future candidates Hiring history The objective is to avoid candidate information beingscattered across WhatsApp, emails and individual spreadsheets. The HR Manager should be able to immediately see: What positions BMG needs How many people are required Which candidates are being interviewed • Who has beenoffered • Who is joining • Which positions are still unfilled 3. FRONTLINE RECRUITMENT The HR Manager will initially focus heavily on recruitingoperational employees, particularly: Front Desk / Guest Experience Officers • Housekeepers •Assistant Hotel Managers • Restaurant employees • Chefs and kitchen employees •Other frontline hospitality staff The HR Manager will: Post vacancies Review CVs Contact candidates Conduct initial interviews Arrange interviews Explain the job clearly Brief candidates on shifts, responsibilities, salaryand KPIs • Prepare offers and employment documents • Coordinate start dates •Manage the recruitment pipeline 4. CANDIDATE JOB BRIEFING Every candidate should understand the actual job beforeaccepting an offer. The HR Manager should explain: What the employee will do each day Working hours and shifts Weekend/public holiday requirements Job responsibilities Salary and employment conditions Reporting manager Performance expectations Probation requirements Career progression The objective is to reduce misunderstandings, earlyresignations and employment disputes. 5. SOPs AND WALKTHROUGHS The HR Manager will create clear SOPs and walkthroughsfor HR processes. Initial SOPs should include: Recruitment Candidate screening Interviews Job offers Employment contracts Employee onboarding Payroll Attendance Leave Probation Employee complaints Disciplinary matters Resignation Termination Offboarding Where useful, these should include step-by-stepchecklists, templates, screenshots or video walkthroughs so managers can followthe same process consistently. 6. PAYROLL The HR Manager will manage the HR side of monthly payrolladministration, including: Salary records Attendance Leave Unpaid leave Overtime Allowances Deductions New hires Resignations Final salary CPF-related information Payroll checking and reconciliation The HR Manager will coordinate with Finance/Accountingwhere required. 7. AI AS A DAILY WORKING TOOL AI is mandatory for this role. The HR Manager should be able to use: ChatGPT ChatGPT Work Claude Claude Cowork HRMS systems Google Workspace / Microsoft Office Other automation tools AI should be used for: Drafting job advertisements Screening and summarising CVs Preparing interview questions Preparing candidate summaries Drafting SOPs Preparing onboarding documents Creating HR templates Summarising employee issues Preparing management reports Organising HR documentation Analysing payroll and manpower information 8. EMPLOYEE RELATIONS AND DISPUTES The HR Manager will be the first point of contact foremployee issues including: Attendance Performance Salary questions Leave disputes Workplace complaints Grievances Misconduct Disciplinary matters Resignation and termination issues The HR Manager is expected to: Listen → Document → Investigate → Resolve → Escalatewhere necessary. For serious disputes, the HR Manager will prepare thefull case file, chronology and supporting documents. Matters involving TADM,Employment Claims Tribunals or significant legal/reputational risk will beescalated to the Director / CEO, who will become involved where required. WORK ARRANGEMENT This is a hybrid role. The candidate should be comfortable: Working from home for administrative, documentation andAI-related work • Going on-site for interviews, onboarding, staff meetings,employee issues, property visits and operational requirements The role will require flexibility depending onrecruitment and hotel operations. WHAT IS EXPECTED AFTER THE FIRST 30 DAYS By the end of the first 30 days, the HR Manager shouldhave delivered: 1. HRMS – Phase 1 Employee database structure completed Recruitment workflow established Candidate records centralised Basic onboarding, leave, attendance and payrollstructure created • Requirements clearly documented for the programmer •Initial HRMS testing completed 2. Central Recruitment CRM All current BMG job requirements entered • Standard jobdescriptions prepared • Candidate pipeline created • Existing candidateinformation consolidated • Recruitment status visible to management 3. SOP Library Core SOPs completed for: Recruitment Interviewing Candidate briefing Hiring Onboarding Payroll Leave Attendance Probation Employee complaints Discipline Resignation / termination 4. Frontline Recruitment Pipeline Active recruitment for required Front Desk andHousekeeping employees • Candidate shortlists prepared • Interviews in progress• Clear manpower gaps identified 5. AI Workflow ChatGPT Work and Claude Cowork used as part of normaldaily HR operations • Reusable prompts/templates established for recruitment,HR documentation and reporting 6. Management Visibility Management should be able to see: Current headcount Current vacancies Candidates in pipeline Employees joining Payroll status Probation status Major employee issues IDEAL CANDIDATE We are looking for someone who is: Hands-on Comfortable recruiting frontline employees • Strong inHR administration • Comfortable with payroll • Good at documentation • Able tohandle difficult employee conversations • Familiar with Singapore employmentpractices • Highly organised • Technology-oriented • Comfortable using AI everyday • Able to translate HR needs into clear instructions for a programmer Hospitality, hotel, restaurant, retail or other frontlinemanpower experience is highly advantageous. THE ROLE IN ONE SENTENCE Build and run BMG’s HR operations fromrecruitment and HRMS through payroll and employee relations, using AI andautomation to allow a lean HR team to support a growing hospitality business BMG Hospitality Pte. Ltd. is a Singapore-based hospitality and lifestyle company building a technology-enabled ecosystem across accommodation, food & beverage, talent, education, community, digital marketing and media. Our core hospitality concept, Capsule Modern, focuses on modern, well-designed and affordable accommodation for the next generation of travellers. We aim to combine efficient hotel operations, strong guest experiences, social interaction and technology to create a scalable hospitality platform. Our target guests include independent travellers, digital natives and younger international visitors seeking convenient locations, quality facilities, value and community experiences. Alongside our hotels, BMG Hospitality is developing Gabriel Restaurants to support both hotel guests and external customers. The restaurant platform is designed to complement hotel operations through breakfast services, food and beverage offerings and social experiences while developing its own standalone revenue streams. BMG operates with an asset-light approach, focusing primarily on leasing and converting suitable properties rather than purchasing real estate. Standardised operating procedures, technology, centralised management and disciplined project execution are intended to allow new properties to be developed and launched efficiently. Technology and artificial intelligence form an important part of BMG's operating philosophy. We are building a cloud-based management environment covering hotel operations, revenue management, reservations, customer relationship management, finance, HR, recruitment, project management, marketing, social media, reporting and management dashboards. Our managers are expected to use AI as a practical working tool to improve productivity, decision-making, communication and reporting. Beyond hotels and restaurants, BMG is developing an ecosystem that includes talent recruitment and development, BMG Academy, affiliate marketing, community programmes and digital media. These businesses are intended to support the hospitality platform by developing employees, creating additional distribution channels, building customer communities and creating new sources of revenue. BMG's organisational culture is built around entrepreneurship, accountability, continuous learning and measurable performance. We believe technology should empower employees rather than replace the human relationships that remain fundamental to hospitality. Team members are encouraged to understand the commercial impact of their roles, develop leadership capabilities and continuously improve the systems they manage. The company is currently focused on establishing and scaling its Singapore operations, with longer-term opportunities across selected Asian markets. As BMG grows, we are building a management team capable of creating repeatable operating systems that can support multiple hotels, restaurants and related businesses across different locations. Our objective is to build more than a collection of hotels. We aim to develop an integrated hospitality ecosystem where accommodation, food, technology, talent, education, community and digital distribution work together to create stronger customer experiences, operational efficiency and sustainable long-term growth.
Наблюдалась 2026-09-23, впервые 2026-09-23, источник — Indeed.