HUMAN RESOURCE MANAGER – HRMS, RECRUITMENT & AI OPERATIONS

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.

Manage end-to-end CCP conversion administration, including eligibility screening, skills-gap assessment, training plans, OJT documentation, claims/supporting records and coordination with the applicable programme partner.

• Maintain current working knowledge of Career Conversion Programme requirements and ensure managers understand the approved conversion and training obligations for each participating employee.

• Handle employment disputes and grievances appropriately, including preparing records, correspondence and case documentation and representing or coordinating BMG's engagement with TADM (Tripartite Alliance for Dispute Management) when mediation or formal dispute resolution is required.

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