People Ops

Be the Architect of People & Culture

At BJAK, we move fast, own our outcomes, and are obsessed with building a workplace where great people can do their best work. As our People Ops & Culture Manager, you will own and elevate the full employee experience - from onboarding to offboarding, HR operations, policies, culture, and engagement.

This is a hands-on leadership role for someone who thrives in a high-growth environment and wants to build scalable people systems that drive performance, culture, and belonging.

What You'll Lead

You will oversee the full People Ops, Engagement & Culture team:

• People Ops & Culture Manager (you)

• Senior HR Ops

• HR Ops Specialist

• Employee Engagement & Learning Specialist

• Payroll Specialist

What You'll Own1. People Operations Excellence

• Own and execute the full employee lifecycle from onboarding → offboarding.

• Ensure high-quality HR service delivery across HR Ops, payroll, engagement, L&D, and people experience.

• Oversee HRIS governance, employee data accuracy, and system compliance.

• Maintain and update HR policies, SOPs, and compliance frameworks.

• Approve salary changes, employment contracts, and HR exceptions.

• Handle escalations that HR Ops cannot resolve.

• Lead exit interviews for leadership, critical roles, and sensitive cases.

2. Culture, Engagement & People Experience

• Drive culture-building initiatives that strengthen belonging, accountability, and alignment with company values.

• Lead engagement programs (townhalls, recognition, feedback loops).

• Improve overall people experience through continuous listening and actionable insights.

• Partner with leadership to cultivate a performance-driven and growth-oriented culture.

3. Learning & Development

• Partner with leaders to develop learning programs, capability-building initiatives and people development frameworks.

• Oversee design and delivery of engagement and L&D activities through the Specialist.

• Support leadership development and manager enablement.

4. Workforce Planning & Leadership Partnership

• Partner with the TA Lead and HRBP on workforce planning, headcount tracking, and organisational needs.

• Work with HODs on workforce challenges, HC planning, and department people issues.

• Align HR processes with business priorities and growth plans.

5. HR Process Optimization & Automation

• Enhance HR operations through process improvements, automation, and SOP discipline.

• Continuously identify gaps and streamline workflows for speed, accuracy, and consistency.

6. Data, Reporting & HR Metrics

• Own HR dashboards and reporting: headcount, turnover, hiring attrition, leave, engagement indicators, and other HR metrics.

• Translate insights into actions that improve retention, engagement, and workforce effectiveness.

What You Bring

• 5+ years of progressive HR/People Operations experience, with exposure to engagement or culture initiatives.

• Strong experience in HR Ops, employee lifecycle, and HR compliance.

• Proven ability to lead and coach a small HR team.

• Excellent communication and stakeholder management skills.

• Comfortable balancing strategic thinking with hands-on execution.

• Data-driven, organised, and able to thrive in a scaling, fast-paced environment.

• High empathy, strong judgment, and a solutions-first mindset.

Why Join Us

• Lead and shape the People Ops, Engagement & Culture function.

• High ownership, autonomy, and visibility with leadership.

• Opportunity to build scalable HR systems and people experience frameworks from the ground up.

• Fast-paced growth, learning, and meaningful impact on BJAK's culture and employee experience.

About BJAK

BJAK is Southeast Asia's largest digital insurance platform, operating across Malaysia, Indonesia, Thailand, Singapore, Taiwan, China, and Japan. We simplify financial protection through technology and AI, delivering accessible and impactful solutions to millions of users.

Our team is lean, driven, and mission-oriented - and we believe people experience and culture are critical to our success.

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