An Excellent Opportunity for ...
People Operations Executive
Job Description
Company: Elevate Education
Department: People Operations
Location: Yangon, Myanmar
Employment Type: Full-Time
Reports To: Management / CEO
Directly Supervises: Talent Acquisition Executive & Administration & Facilities Executive
Salary: MMK 800,000–1,000,000 per month
Vacancy: 1 Position
Working Hours: Monday–Friday, 8:30 AM–5:00 PM
About the Role
Elevate Education is looking for an experienced, mature and leadership-driven People Operations Executive to lead and strengthen our People function as the company grows.
This is not a traditional HR/Admin position. The successful candidate will take ownership of the employee lifecycle, performance management, employee development, engagement and retention, people data, workforce planning and employee relations.
The position also directly supervises the Talent Acquisition Executive and Administration & Facilities Executive while remaining hands-on with key People Operations responsibilities.
We want someone who can build systems, develop people, hold managers accountable and provide professional People advice to Management—not someone who simply processes HR paperwork.
Key Responsibilities
1. People Operations Leadership
Lead the company’s day-to-day People Operations function.
Supervise, coach and develop the Talent Acquisition Executive and Administration & Facilities Executive.
Set priorities, responsibilities and KPIs for the People team.
Review performance and resolve escalated issues.
Identify weaknesses in People processes and implement improvements.
Provide professional recommendations while remaining hands-on when required.
2. Onboarding & Probation
Own the company-wide onboarding and probation process.
Coordinate employee documentation, contracts, orientation and onboarding preparation.
Ensure new employees understand company policies, culture and expectations.
Coordinate department onboarding/job-specific training with relevant managers.
Maintain probation timelines, check-ins and documentation.
Ensure managers complete probation reviews on time.
Department leaders remain responsible for technical/job-specific training and assessment of actual job performance.
3. Performance Management
Own and enforce the company-wide performance-management system.
Maintain review schedules, processes and documentation.
Ensure departments maintain appropriate documented KPIs.
Coordinate Performance Improvement Plans (PIPs) where required.
Identify recurring performance-management issues.
Department leaders own employee performance. People Operations owns the system, process, documentation, deadlines and accountability.
4. Engagement, Culture & Retention
Monitor employee engagement, morale and retention risks.
Conduct structured employee/probation check-ins and pulse checks.
Identify concerns involving management, workload, compensation, development or workplace experience.
Analyze turnover and resignation patterns.
Identify high-performing employees requiring development or retention attention.
Recommend practical improvements to Management.
5. Learning & Development
Own the company-wide Learning & Development system.
Identify development needs with department leaders.
Maintain training plans, calendars and records.
Coordinate internal/external training and track completion.
Coordinate development in leadership, management, communication, productivity and workplace professionalism.
Department leaders/subject-matter experts remain responsible for technical and functional training.
6. Employee Relations & Discipline
Handle employee concerns, conflicts and appropriate investigations professionally and confidentially.
Coordinate with relevant managers on attendance, misconduct, poor performance and policy violations.
Maintain appropriate documentation and records.
Coordinate warnings and PIPs where required.
Escalate serious cases to Management.
Coordinate with legal advisors when professional legal guidance is required.
Major disciplinary and termination decisions remain subject to Management approval.
7. Salary Reviews, Promotions & Career Development
Coordinate structured salary-review and promotion processes.
Maintain salary/promotion history and annual review schedules.
Collect performance recommendations from department leaders.
Document approved changes and coordinate them with Finance.
Management retains final approval for salary adjustments and promotions.
8. HRIS, People Data & Analytics
Maintain accurate and confidential employee information covering headcount, contracts, probation, attendance/leave, salary/promotion history, performance reviews, training, employee relations, resignations and turnover.
Prepare a regular People Dashboard covering areas such as:
Headcount | Hiring | Turnover | Vacancies | Probation | Attendance | Performance Reviews | Training | Retention Risks | Key People Issues
The Executive should turn People data into useful management insight—not simply maintain records.
9. Workforce & Headcount Planning
Maintain current/planned organization charts.
Coordinate manpower requirements with department leaders.
Track approved versus actual headcount and upcoming workforce gaps.
Coordinate approved hiring requirements with Talent Acquisition.
Monitor recruitment progress against manpower plans.
Provide Management with clear visibility of headcount growth.
10. Attendance, Leave & Payroll Coordination
Own attendance and leave administration.
Maintain accurate records and identify repeated lateness or unusual absence patterns.
Ensure leave procedures follow company policy.
Prepare and verify employee-related payroll inputs.
People Operations: attendance, leave, new hires, resignations, approved salary changes/promotions and other approved employee adjustments.
Finance: payroll calculation, financial controls and salary payment.
11. Contracts, Policies & Compliance
Coordinate employment contracts and employee documentation.
Maintain complete, confidential personnel files.
Maintain the latest approved Employee Handbook and People policies.
Identify policies/processes requiring updates.
Coordinate updates with Management and legal advisors.
Maintain working knowledge of relevant Myanmar employment practices.
12. Offboarding & Exit Analysis
Manage resignation and offboarding processes.
Track notice periods, handovers, company-property and system/account clearance.
Update employee records and coordinate required information with Finance.
Conduct exit interviews where appropriate.
Analyze reasons for resignation and recurring turnover patterns.
Recommend retention, management or workplace improvements.
Finance remains responsible for final financial settlement calculations.
Key Performance Expectations
Performance may include:
Onboarding and probation completion
Performance-review completion and manager compliance
Employee engagement and retention
People data/HRIS accuracy
People Dashboard quality and timeliness
Training and employee-development execution
Employee-relations case management
Attendance and leave accuracy
Salary-review/promotion process completion
Workforce/headcount-plan tracking
Talent Acquisition performance
Administration & Facilities performance
Branch People Operations consistency
People-process improvements
Quality of recommendations to Management
People Operations is not evaluated simply by achieving the lowest possible turnover. The objective is to retain strong employees, develop good people, address poor performance properly and understand why valuable employees leave.
Additional Responsibilities
Maintain strict confidentiality of employee/company information.
Participate in relevant Management and department meetings.
Support organizational changes and company-wide initiatives.
Coordinate professionally with Finance, managers and external advisors.
Support company activities when reasonably required.
Perform other reasonable duties assigned by Management.