BJAK

People Operations

• Prepare and manage HR documentation including employment letters, confirmations, extensions, transfers, and other standard HR records.
• Maintain accurate employee records across HRIS and internal tracking systems, ensuring all updates are completed on time.
• Support onboarding execution by preparing documentation, coordinating system access, and ensuring Day 1 readiness with relevant teams.
• Track attendance, leave, and timesheet records, flagging discrepancies and supporting payroll-related reporting.
• Support benefits administration including insurance enrolment, updates, and claims coordination.
• Assist with offboarding execution, including clearance processes, system access removal, asset return tracking, and final documentation.
• Support HR data audits and compliance checks to ensure accuracy and consistency.

People Operations Specialist

Communications

• Support the development and execution of external communications plans in China
• Identify relevant media channels including tech press, social platforms, podcasts, and traditional outlets
• Draft and edit communication materials such as press pitches, briefing notes, and messaging documents
• Coordinate interviews and media engagements, including preparation materials and follow-ups
• Maintain consistency in messaging across different external platforms
• Track media outreach efforts and maintain organized records of placements and coverage
• Monitor media trends and flag relevant opportunities
• Assist in maintaining communication documentation and messaging archives

Communications Executive

• Own the end-to-end HR function globally, including Talent Acquisition, HR Business Partnering, Employee Engagement, Learning & Development, Payroll, Compensation & Benefits, and HR Operations.
• Personally lead and support critical hiring across technical, commercial, and corporate roles, ensuring hiring quality, speed, and consistency across regions.
• Partner closely with founders and senior leaders on organisation design, workforce planning, performance management, succession planning, and leadership development.
• Build and operate performance management, feedback, and development frameworks that are simple, practical, and actively used by managers.
• Drive employee engagement initiatives that strengthen alignment, retention, and execution, while avoiding unnecessary bureaucracy.
• Act as a hands-on HRBP for senior leaders and managers, supporting day-to-day people decisions, performance issues, and organizational changes.
• Own global payroll, compensation, benefits, and employment structures, ensuring accuracy, fairness, and compliance across all countries.
• Manage HR compliance, employment contracts, policies, and statutory requirements across multiple jurisdictions, working with external advisors or EORs where needed.
• Design and continuously improve HR processes and systems that scale with the business without slowing it down.
• Build, mentor, and lead the HR team over time, with a strong bias toward high ownership and execution.

Head of People – Global

• Prepare and manage HR documentation including employment letters, confirmations, extensions, transfers, and other standard HR records.
• Maintain accurate employee records across HRIS and internal tracking systems, ensuring all updates are completed on time.
• Support onboarding execution by preparing documentation, coordinating system access, and ensuring Day 1 readiness with relevant teams.
• Track attendance, leave, and timesheet records, flagging discrepancies and supporting payroll-related reporting.
• Support benefits administration including insurance enrollment, updates, and claims coordination.
• Assist with offboarding execution, including clearance processes, system access removal, asset return tracking, and final documentation.
• Support HR data audits and compliance checks to ensure accuracy and consistency.

Executive Assistant

• Manage the Chairman's calendar, appointments, errands, and family-related matters
• Coordinate both personal and business travel, transport, and accommodations
• Handle day-to-day logistics such as meals, wardrobe prep, deliveries, and reservations
• Run personal errands and coordinate with household vendors or service providers
• Arrange gifts, celebrations, and family or personal events
• Liaise professionally with family members, external contacts, and personal networks
• Track personal payments, claims, renewals, and manage documentation
• Support executive-related tasks such as meeting preparation, follow-ups, coordination, and priority tracking when needed
• Maintain strict confidentiality and discretion at all times

Personal Assistant – Chairman

Human Resources

• Act as a trusted partner to senior leaders, advising on organization design, leadership effectiveness, performance, and workforce strategy.
• Translate company and business strategy into scalable people plans across hiring, structure, capability building, and succession.
• Lead complex people situations including senior employee relations matters, restructurings, and performance interventions.
• Drive workforce planning, headcount governance, and people metrics in partnership with Finance and the CEO Office.
• Lead talent reviews, succession planning, and leadership development initiatives across regions.
• Use people analytics to surface insights on engagement, attrition, productivity, and organizational health - and drive action.
• Support critical employee lifecycle moments for senior leaders with professionalism and empathy.

Senior HR Business Partner

Learning and Development

• Own and manage the company-wide engagement and learning calendar, including townhalls, festive events, team activities, onboarding sessions, and internal campaigns.
• Plan and execute engagement programs end-to-end, ensuring strong participation, smooth execution, and positive employee experience.
• Coordinate learning programs across technical, soft skills, and leadership topics, working with internal stakeholders and external trainers.
• Maintain training logistics including scheduling, attendance tracking, completion rates, and basic ROI or effectiveness measurement.
• Run onboarding culture sessions to introduce new hires to BJAK’s values, expectations, and ways of working.
• Partner with People Ops and leaders to embed culture, feedback, and recognition into daily practices.
• Track engagement and learning data, gather feedback, and continuously improve program quality and impact.

L&D Specialist

Payroll

• Own end-to-end monthly payroll processing for Malaysia and assigned regional markets, validating all payroll inputs including joiners, exits, allowances, incentives, claims, attendance, and deductions.
• Manage statutory submissions and compliance (e.g. EPF, SOCSO, EIS, income tax and equivalents), ensuring payroll processes comply with local labour laws and regulatory requirements.
• Perform payroll checks, reconciliations, and validations prior to payout, maintaining strong internal controls and audit-ready documentation.
• Process salary adjustments, promotions, bonuses, allowances, and ad-hoc payments with full accuracy and confidentiality.
• Coordinate and manage payroll vendors, regional payroll partners, and EOR providers—validating outputs, resolving discrepancies, and enforcing SLAs.
• Prepare payroll reports, reconciliations, and documentation for HR, Finance, and management, supporting audits, budgeting, and compensation analysis.
• Identify gaps or inefficiencies in payroll workflows and support improvements in SOPs, automation, and HRIS integration.

Payroll and Benefits Analyst

• Partner with business leaders and managers on team effectiveness, performance management, and day-to-day people decisions.
• Translate business goals into people actions across hiring, engagement, performance, and workforce planning.
• Support employee relations matters and performance conversations with sound judgment and practicality.
• Contribute to workforce planning, headcount tracking, and people data analysis in partnership with Finance and HR leadership.
• Support talent initiatives including onboarding, career development, internal mobility, and learning programs.
• Use people data and feedback to identify trends, surface risks, and recommend improvements.
• Operate across multiple geographies and business contexts, adapting approaches as needed.