Human Resources Manager

Hey Future Figment Family Member!

Ever dreamt of turning heritage homes into works of art while working from anywhere We&aposre Figmentthe rebels of hospitality, making the world a more human place to live, one conserved shophouse at a time.

Our boutique hotel-inspired homes are hailed as the &aposPicassos of Singapore&aposs Built Heritage&apos by Travel + Leisure, with coverage from NYT, WSJ, The Straits Times to Channel NewsAsia. We&aposve hosted over 4,000 members from companies like Grab, BCG (Boston Consulting Group), and Citi over the past 3+ years.

What Makes This Role Different:

1. 100% Remote-First: Work from home, a caf, or anywhere that inspires you. We&aposre entirely results and KPI-driven (Key Performance Indicators = measurable outcomes), not face-time driven. Note: Remote-first means self-discipline and clear communication are essential.
2. Competitive Package: S$5,000-5,500/month gross salary + AWS (Annual Wage Supplement = 13th month bonus). We believe in paying well for exceptional talent.
3. Stability with Purpose: We&aposre a profitable, bootstrapped company backed by real shophouse assetsnot chasing venture capital&aposs 'growth at all costs' mentality. Your job security comes from real revenue, not runway.
4. Accelerated Growth: Staff take on significant responsibilities from day one in our hands-on scrappy startup environment. As we aggressively expand our team, you&aposll grow alongside us with clear progression paths.
5. Global Conservation Mission: As stewards of Singapore&aposs architectural heritage, we&aposre pioneering the boutique homes concept globallyfrom London townhouses to Spanish Colonial homes in Intramuros, Manila, to colonial bungalows across India.

Job Title: HR Manager

Monthly Salary: S$5,000-5,500/month gross + AWS (13th Month Bonus)

Start Date: Immediate

Job Type: Full-Time, Remote-First

Reports To: GM / CEO

Mission: Install a lightweight People engine that raises talent density by (i) documented SOPs, (ii) an outboundcapable recruiting machine, and (iii) a transparent, accurate compensation systemwhile managing 12 offshore external recruiters.

Key Outcomes

Outcome 1 Build a Data-Driven Recruiting Engine

• Dashboard Creation: Design and maintain a comprehensive recruiting dashboard tracking pipeline metrics by role and source (job boards, direct outreach, agencies)
• Pipeline Targets: Achieve robust candidate flow with multiple finalists per role before making offers
• Time-to-Hire: Reduce average hiring time to industry benchmarks through process optimization
• Quality Sourcing: Balance passive candidate outreach with inbound applications to ensure diverse, high-quality pipeline
• Freelancer & Agency Management: Oversee external recruiters to supplement internal efforts, ensuring quality and cost-effectiveness

Outcome 2 Elevate Talent Quality Across Organization

• Hiring Excellence: Implement structured interview processes with clear scorecards and competency assessments
• Performance Tracking: Conduct regular talent reviews to ensure all team members meet performance standards
• Process Compliance: Ensure all hiring follows documented best practices with proper documentation and reference checks
• 180-Day Success Rate: Track and improve new hire success metrics during probation period

Outcome 3 Design Transparent Compensation Framework

• Salary Benchmarking: Establish competitive pay ranges based on multiple market data sources
• Public Transparency: Display salary ranges on all job postings (Singapore best practice)
• Offer Success: Achieve strong offer acceptance rates through compelling, fair packages
• Creative vs. Operational Roles: Differentiate compensation strategy between creative talent (premium pay) and operational roles (market-competitive)

Outcome 4 Optimize Workforce Structure

• Strategic Workforce Planning: Identify roles best suited for full-time vs. contract arrangements
• Vendor Partnerships: Develop relationships with staffing partners for operational roles
• Compliance Excellence: Ensure all employment arrangements follow MOM (Ministry of Manpower) guidelines
• Cost Optimization: Balance talent investment with operational efficiency

Outcome 5 - HR Administration Efficiency

Manage contracts, benefits, and payroll with 100% accuracy and on-time delivery.

Metric: Zero payroll or benefits errors reported monthly.

Ensure compliance with HR policies, including timely processing of stamp duty payments.

Metric: Zero missed deadlines or penalties.

Note: Specific metrics, targets, and timelines will be shared during final interview stage. We believe in aggressive but achievable goals with full transparency once you&aposre part of the team.

Key Competencies We&aposre Looking For

1. AILiterate People Operator designs AIassisted sourcing, screening, interview notes, and reporting.
2. Operational Excellence ships playbooks that people actually use; tracks SLAs; closes loops fast, develops and builds KPI dashboard for HR
3. Compensation Architecture & Governance builds simple, credible bands; enforces rangesvisible policy; aligns creative vs. operational pay stance.

Experience and Qualifications Required

Bachelors degree, preferably in HR, Business, or a related field.

Excellent communication and organizational skills.

Proficiency in HR tools and processes (payroll, benefits, recruitment platforms).

Experience in recruitment, onboarding, and employee engagement preferred.

Strong ability to analyze data and recommend process improvements.

What Our Team Says:

Chia Chia, our Operations Maestro: 'Figment didn&apost just tweak my career; it gave it an adrenaline shot! Leadership and teamwork aren&apost just encouragedthey&aposre the secret sauce. Each day feels like a carnival of positivity, and the skills and friendships I&aposve gained Priceless treasures!'

Charlotte, the Marketing Maverick:'Figment blew my expectations out of the water. Forget work-life balancewe&aposre talking about creating a lifestyle masterpiece! Open communication is the backbone here, and the leadership team Think visionaries meets your BFFs. I didn&apost just leave with skills; I left fulfilled.'

Why Figment

We&aposre not just preserving buildingswe&aposre conserving living heritage and exporting this model worldwide. This isn&apost your average 9-to-5; it&aposs ownership-level responsibility with startup energy and established-company stability.

Ready to make your mark Join our house-proud, community-loving Figment family as we bring back the kampong spirit and scale globally!