People & Culture Operations Manager

Company Overview

STACK Infrastructure builds, owns, and operates hyperscale and colocation data centers that power the world’s most ambitious technology companies. With a rapidly expanding footprint across APAC, STACK combines deep development expertise, flexible capital, and operational discipline to deliver critical digital infrastructure at scale.

Our clients include the largest hyperscale cloud platforms. We are building a regional platform defined by speed of delivery, power reliability, and long-term partnership — and we are assembling the team to lead that effort.

The Role

Based in Singapore, this role will work closely with the VP, People & Culture in driving the regional HR operations agenda across Singapore, Australia, Japan, Malaysia and other APAC markets as the business grows. It is newly created and will focus on HR systems implementation and optimisation, process excellence, data integrity, employee lifecycle management and continuous improvement.

The successful candidate will be a hands-on operational leader who is comfortable working across countries, managing change and translating regional requirements into practical, user-friendly processes.

Key Responsibilities

People operations and employee lifecycle

• Continuously improve end-to-end people operations across the employee lifecycle, including onboarding, probation, employee changes, transfers, offboarding and HR documentation.

• Establish clear, consistent and scalable regional processes, service standards, workflows, templates and governance.

• Ensure employee records, HR documentation and people data are accurate, complete, secure and maintained in line with company policy and local requirements.

• Partner with country HR teams and external providers to ensure effective delivery of local HR administration, payroll inputs and statutory processes.

• Identify operational risks, bottlenecks and inconsistencies, and implement practical solutions to improve service quality and efficiency.

HR systems, data and reporting

• Lead the implementation, optimisation and ongoing management of HR systems, including HRIS, ATS, performance management, learning and other people-related platforms.

• Act as the regional process owner for HR systems, ensuring effective system configuration, user adoption, data quality and governance.

• Partner with IT, Finance, Payroll, Talent Acquisition, Learning and external vendors on system integrations, enhancements and issue resolution.

• Develop meaningful dashboards, reports and metrics to support workforce planning, decision-making and operational oversight.

• Establish strong data-management practices, including regular audits, reporting controls and data-privacy requirements.

• Support HR teams and managers to resolve issues with HR systems whenever required.

Change management and process excellence

• Support and lead regional People & Culture process-improvement initiatives, from requirements gathering and process design through implementation, communication, training and adoption.

• Develop change-management plans that enable leaders, managers and employees to adopt new systems, processes and ways of working.

• Simplify and standardise regional processes while allowing for appropriate local-market requirements.

• Build process documentation, training materials, user guides and knowledge resources that improve self-service and reduce operational dependency.

• Monitor service delivery and stakeholder feedback, using insights to drive continuous improvement.

Stakeholder and team leadership

• Partner closely with the country HR teams and business leaders to understand operational needs and deliver effective solutions.

• Provide guidance and support to People & Culture team members on operations, systems and process requirements.

• Build strong working relationships with Finance, IT, Legal, Payroll and other internal stakeholders.

• Manage relevant vendors and service providers, including performance, service levels, cost and compliance.

Requirements

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business, Management or a related discipline.

• Approximately 8-10 years’ experience in HR operations, HRIS, change management, or shared services, in a regional or multi-country environment.

• Demonstrated experience implementing or improving HR systems and processes.

• Strong understanding of the employee lifecycle, HR data management, HR governance and operational controls.

• Experience working across multiple APAC countries and managing different local practices and requirements.

• Strong project- and change-management capability, with the ability to manage multiple priorities in a fast-paced environment.

• Strong analytical skills and confidence working with HR data, reports and dashboards.

• Excellent stakeholder-management and communication skills, with the ability to explain processes and systems clearly to non-HR audiences.

• Highly organised, detail-oriented and solutions-focused, with a strong sense of ownership.

• Experience in a high-growth, infrastructure, technology, engineering, construction or operational environment will be advantageous.

• Demonstrate leadership capabilities without direct authority.

Core Competencies

• Operational excellence: Creates clear, efficient and scalable processes, with strong attention to quality, control and service delivery.

• Systems and digital mindset: Uses HR technology, data and automation to improve the employee and manager experience.

• Change leadership: Plans and delivers change in a structured, practical manner that builds stakeholder understanding and adoption.

• Continuous improvement: Proactively identifies inefficiencies, root causes and opportunities to simplify, standardise and improve.

• Regional collaboration: Works effectively across different countries, cultures and local-market requirements while maintaining a consistent regional approach.

• Stakeholder management: Builds trusted relationships, communicates clearly and influences stakeholders at all levels.

• Commercial and strategic judgement: Balances employee experience, operational efficiency, compliance, risk and business priorities.

• Data-driven decision-making: Uses accurate people data and meaningful insights to inform decisions and measure outcomes.

• Ownership and execution: Takes accountability, follows through on commitments and manages multiple priorities in a fast-paced environment.

• Integrity and discretion: Handles sensitive employee information with professionalism, sound judgement and confidentiality.

What Success Looks Like

• People operations are consistent, efficient and fit for scale across APAC.

• HR systems are well adopted, reliable and provide accurate, useful people data.

• Employees and managers have a clear, positive experience throughout key people processes.

• Country HR teams spend less time on manual administration and more time on value-adding business support.

• Operational risks, data-quality issues and process gaps are proactively identified and addressed.

• The People & Culture function is equipped to support STACK’s continued growth across APAC.

Equal Opportunity Employer

STACK Infrastructure provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, colour, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by applicable laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.