Company: Elevate Education
Department: People & Culture
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
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 directly supervises the Talent Acquisition Executive and Administration & Facilities Executive, while remaining hands-on with key People Operations responsibilities.
We are looking for someone who can build systems, develop people, hold managers accountable and provide professional People advice to Management—not someone who simply processes HR paperwork.
People Operations Leadership
Lead day-to-day People Operations across the company.
Supervise, coach and develop the Talent Acquisition Executive and Administration & Facilities Executive.
Set priorities, responsibilities and KPIs for the People team.
Review team performance and resolve escalated issues.
Identify weaknesses in People processes and implement improvements.
Work directly with Management and department leaders on People matters.
Onboarding & Probation
Own company-wide onboarding and probation processes.
Coordinate employee documentation, contracts, orientation and onboarding preparation.
Ensure new employees understand company policies, culture and expectations.
Coordinate department onboarding and job-specific training with relevant managers.
Maintain probation timelines, check-ins and documentation.
Ensure managers complete probation reviews on time.
Identify performance or adjustment issues early and coordinate appropriate actions.
Department leaders remain responsible for technical/job-specific training and assessment of actual job performance.
Performance Management
Own and enforce the company-wide performance-management system.
Maintain performance-review schedules, processes and documentation.
Ensure departments maintain appropriate documented KPIs.
Hold managers accountable for completing reviews and required follow-up actions.
Coordinate Performance Improvement Plans (PIPs) where required.
Identify recurring performance issues and prepare relevant information for Management.
Department leaders own employee performance. People Operations owns the system, process, documentation, deadlines and accountability.
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.
Coordinate recognition, engagement and culture initiatives.
Analyze resignation and turnover patterns.
Identify high-performing employees requiring development or retention attention.
Recommend practical improvements to Management.
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 monitor completion.
Evaluate training effectiveness where practical.
Support leadership, management, communication, productivity and professional-development programs.
Support employees with leadership potential.
Department leaders and subject-matter experts remain responsible for technical/functional training.
Employee Relations & Discipline
Handle employee concerns, conflicts and appropriate investigations professionally and confidentially.
Coordinate with 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 professional legal advisors when necessary.
Major disciplinary and termination decisions remain subject to Management approval.
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.
Prepare relevant information and recommendations for Management.
Document approved changes and coordinate with Finance.
Support career development and succession planning.
People Data, HRIS & Analytics
Maintain accurate and confidential employee information covering headcount, contracts, probation, attendance/leave, performance, training, employee relations, salary/promotion history and turnover.
Prepare regular People Dashboards covering Headcount, Hiring, Turnover, Vacancies, Probation, Attendance, Performance Reviews, Training, Retention Risks and Key People Issues.
Turn People data into useful management insights rather than simply maintaining records.
Workforce & Headcount Planning
Maintain current and 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.
Support workforce and manpower-cost planning.
Give Management clear visibility of company headcount growth.
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.
Coordinate new hires, resignations, approved salary changes/promotions and other employee adjustments with Finance.
Finance remains responsible for payroll calculations, financial controls and salary payments.
Policies, Compliance & Employee Documentation
Coordinate employment contracts and employee documentation.
Maintain complete and confidential personnel files.
Maintain approved Employee Handbook and People policies.
Identify policies/processes requiring updates.
Coordinate approved changes with Management and professional advisors.
Communicate policies and monitor day-to-day compliance.
Maintain working knowledge of relevant Myanmar employment practices.
Offboarding & Exit Analysis
Manage resignation and offboarding processes.
Track notice periods, handovers, company-property and system/account clearance.
Conduct exit interviews where appropriate.
Analyze reasons for resignation and recurring turnover patterns.
Recommend retention, management or workplace improvements.
Coordinate required employee information with Finance.
Branch People Operations
Maintain consistent People Operations standards across company offices and branches.
Coordinate with branch leaders on onboarding, probation, performance, engagement and employee relations.
Support workforce planning and onboarding for branch expansion.
Conduct employee/manager check-ins during branch visits where appropriate.
Occasionally travel to Mandalay and future company locations when required.
People Advisory & Process Improvement
Advise Management on organization structure, workforce planning, hiring, performance, promotions, compensation reviews, employee relations, retention, leadership development, policies and People risks.
Use professional judgment rather than simply agreeing with every request.
When a proposed decision creates significant People concerns, clearly explain the concern, why it matters and the recommended alternative.
Continuously improve onboarding, probation, performance management, HRIS, reporting, L&D, engagement, recruitment coordination, offboarding, SOPs, checklists and automation.
Support company-wide initiatives and other reasonable responsibilities when required.
Performance will 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.
Minimum 3 years of directly relevant HR / People Operations experience preferred.
Strong practical experience across several areas such as performance management, employee relations, onboarding/probation, HRIS, engagement, L&D, policies or workforce planning.
Previous experience supervising, coaching or guiding employees strongly preferred.
Strong leadership potential and professional maturity.
Experience working directly with managers or senior Management preferred.
Able to build, improve and enforce People processes rather than only perform administrative HR tasks.
Comfortable holding managers accountable for performance reviews, documentation, deadlines and other People processes.
Strong employee-relations capability and comfortable handling difficult or sensitive conversations.
Working knowledge of Myanmar employment practices.
Strong professional judgment, fairness, discretion and confidentiality.
Excellent organization, follow-up and deadline-management skills.
Strong spreadsheet, People-data and reporting capability.
Able to analyze People information and provide useful recommendations rather than simply reporting numbers.
Comfortable using HR systems, Google Workspace and workplace technology.
Strong Burmese and good working English communication.
Able to work independently and confidently with Management.
Able to supervise, coach and develop a small People team.
Able to balance employee experience with company performance and business requirements.
Proactive, process-driven and capable of identifying People issues before they become larger problems.
Willing to occasionally travel to Mandalay and other company locations as required.
Bachelor’s degree or equivalent qualification preferred.
Previous job title is less important than actual capability, maturity, leadership and ownership.
We particularly value candidates who are mature, leadership-oriented, organized, proactive, fair, firm when necessary, approachable, trustworthy, data-conscious, process-driven and accountable.
13th-Month Bonus • Salary Review • Company Trip • Training • Leadership Development • Travel Support • Career Growth
MMK 800K–1M • Lead People Operations • Supervise 2 Executives • Performance & Culture • Direct CEO/Management Exposure
People Operations Executive → People Operations Manager → Head of People / People & Culture based on performance and company growth
Interested candidates should send their updated CV/Resume to:
Email: team@elevateasia.net
Phone / Viber: 09 401 454 604
Email Subject: Application – People Operations Executive
Only shortlisted candidates will be contacted for the next stage of the recruitment process.