- Bukit Timah Central Region (Singapore) Singapore
Full Time HUMAN RESOURCE MANAGER – HRMS, RECRUITMENT - AI OPERATIONS Jobs, Salary up to SGD 6,500 in BMG Hospitality Central Region (Singapore) - Maukerja
HUMAN RESOURCE MANAGER – HRMS, RECRUITMENT - AI OPERATIONS
BMG Hospitality
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Job Description
Responsibilities
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:
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:
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:
The HR Manager should be able to immediately see:
The HR Manager will initially focus heavily on recruitingoperational employees, particularly:
Every candidate should understand the actual job beforeaccepting an offer.
The HR Manager should explain:
5. SOPs AND WALKTHROUGHS
The HR Manager will create clear SOPs and walkthroughsfor HR processes.
Initial SOPs should include:
6. PAYROLL
The HR Manager will manage the HR side of monthly payrolladministration, including:
7. AI AS A DAILY WORKING TOOL
AI is mandatory for this role.
The HR Manager should be able to use:
The HR Manager will be the first point of contact foremployee issues including:
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:
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
Core SOPs completed for:
Management should be able to see:
We are looking for someone who is:
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.
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
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
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 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
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
- 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
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
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
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
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
- 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
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
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
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
- All current BMG job requirements entered • Standard jobdescriptions prepared • Candidate pipeline created • Existing candidateinformation consolidated • Recruitment status visible to management
Core SOPs completed for:
- Recruitment
- Interviewing
- Candidate briefing
- Hiring
- Onboarding
- Payroll
- Leave
- Attendance
- Probation
- Employee complaints
- Discipline
- Resignation / termination
- Active recruitment for required Front Desk andHousekeeping employees • Candidate shortlists prepared • Interviews in progress• Clear manpower gaps identified
- ChatGPT Work and Claude Cowork used as part of normaldaily HR operations • Reusable prompts/templates established for recruitment,HR documentation and reporting
Management should be able to see:
- Current headcount
- Current vacancies
- Candidates in pipeline
- Employees joining
- Payroll status
- Probation status
- Major employee issues
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
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.
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