Functional Lead, People Systems
At a glance
Senior People Operations & HRIS role at StarHub. Singapore.
Pay not stated People Operations & HRIS salary
hrroles summary, based on the employer's posting.
What you'll do
- Design and refine People Systems processes from hiring through retirement, including core HR, recruitment, performance and learning
- Convert HR policies and operating needs into functional requirements and process flows for system changes
- Coordinate with HR, IS and vendors so system configuration supports business needs, then help test solutions
- Maintain consistent HR process standards across business units and guide change reviews, priorities and release readiness
- Review process results and user feedback to find improvements in usability, adoption and daily HR work
What you bring
- Eight to twelve years in HR operations, HR transformation or functional People Systems roles
- Hands-on experience designing HR processes across the employee lifecycle and translating policy needs into system-enabled processes
- Functional experience with enterprise HR platforms such as SAP SuccessFactors
- A track record of partnering with HR, IS and vendors in complex organisations
Who this fits
This senior functional role suits someone who can connect HR policy and operating needs with system design, process governance and adoption. Experience in regulated or large enterprise settings is preferred.
From the employer
Role Mission
Lead the business process design, functional optimisation, and adoption of StarHub’s People Systems to enable effective workforce management, compliant HR operations, and a modern employee experience.
This role acts as the functional authority for People Systems, translating HR strategy and business needs into clear process design, system requirements, and adoption outcomes across the employee lifecycle.
Accountabilities
Own end-to-end functional design and optimisation of People Systems across the hire-to-retire lifecycle.
Serve as the primary business interface between HR, IS, and vendors for People Systems initiatives.
Ensure HR processes are standardised, scalable, and system-enabled, not workaround-driven.
Drive adoption of People Systems through clear process design, governance, and usability.
Ensure functional alignment with HR policies, compliance requirements, and workforce strategy.
Responsibilities
Lead functional design for People Systems processes, including core HR, recruitment, performance, rewards, learning, and workforce administration.
Translate HR business needs, policies, and operating models into clear functional requirements and process flows.
Define and maintain end-to-end HR process standards, ensuring consistency across business units.
Partner with HR stakeholders to simplify, harmonise, and optimise HR processes before system enablement.
Work closely with IS and vendors to ensure system configuration reflects intended business outcomes, not technical convenience.
Define functional acceptance criteria and support UAT to ensure solutions meet business needs.
Drive functional governance, including change impact assessment, prioritisation, and release readiness from a business perspective.
Support HR change and adoption efforts through clear articulation of what is changing, why, and how work will be done differently.
Monitor process performance and user feedback to identify continuous improvement opportunities.
Areas of Impact
Consistent, efficient HR processes across the enterprise.
Improved employee and manager experience through clear, intuitive People Systems processes.
Reduced manual work, exceptions, and policy deviations.
Strong alignment between HR strategy, policy, and system-enabled execution.
Improved adoption and value realisation from HR transformation initiatives
Ideal Track Record
8–12 years of experience in HR operations, HR transformation, or People Systems functional roles.
Strong hands-on experience designing end-to-end HR processes across the employee lifecycle.
Proven ability to translate HR policy and business needs into system-enabled process design.
Experience working with enterprise HR platforms (e.g. SAP SuccessFactors) from a functional/business perspective.
Demonstrated success partnering with HR, IS, and vendors in complex organisations.
Experience in regulated or large enterprise environments preferred