People & Operations Manager

About Aureus

Founded in September 2013, the Aureus Group has revolutionized music education in Singapore. Aureus Academy is Singapore's fastest-growing private music school chain, teaching over 17,000 active students with 400+ full-time teachers across a network of 30 centres in Singapore and 3 centres in the United Arab Emirates. We are founder-led and profitable. Our mission is to give every student their own way into music - matched with the right teacher, so it becomes something they carry for life.

Our proprietary curriculum, Aureus Interactive, teaches music through immersive storytelling rather than traditional method books. It is the product behind our next chapter: expansion into the United States and the Middle East, with the first US centres opening in Texas in 2027. International scale calls for IPO-grade infrastructure - the goal-setting, performance and ownership systems this role is here to build.

The Role

This isn't a conventional HR or People Ops role. You'll sit close to senior leadership, design and run the systems that keep a fast-moving, founder-led company accountable to its own priorities, and see projects through end to end. The scope will shift as the company's needs do.

The role will be based at our Singapore headquarters.

Your Scope of Work

Career progression. Design and roll out a multi-tier career and recognition system for our frontline teaching and centre teams, and carry it through to communication and adoption, so everyone can see where they are, what comes next, and what it takes to get there. Employee ownership. Contribute to the build-out of a company-wide employee equity programme, currently in design, from structure through rollout and education. Company-wide OKRs. Build and run the tracking behind our OKRs and KPIs - single ownership per goal, regular reporting, real follow-through across the leadership team. Leadership cadence. Support a structured cadence of 1:1s and check-ins, keeping a clear record of what was committed to and what shipped, and making trade-offs visible when priorities shift. Cross-functional projects. Take point on the work with no obvious owner: benefits rollouts, culture and engagement initiatives, and whatever a given quarter demands. Hiring. Support senior searches, including direct sourcing and candidate management.

What Good Looks Like After a Year

Company-wide OKRs and KPIs are live, with named owners and a reporting rhythm that survives a busy quarter. Frontline teaching and centre staff have a clear, published career path they can plan against.

Who You Are

At least 4 to 5 years of relevant experience building systems that frontline teams actually use — performance management, career frameworks, programme management, or operations in a multi-site business. You've been part of designing something and then driven its adoption, not handed over a deck. Genuinely care about people. We have 600+ employees, most of whom are teachers (400+), and early in their careers. You'll spend real time in centres listening to them, and the design is only as good as their belief in it. High EQ. You build trust across functions and influence without authority, and you're comfortable moving work forward with people who don't report to you. You build systems from scratch and keep them running without being chased. A strong communicator. Much of this job is making things clear to people across different levels and locations. Discreet - you'll see confidential personnel information. Energised, not drained, by a founder-led environment where priorities move quickly.

Nice to Have

Experience with a large frontline or multi-site workforce (retail, F&B, education, healthcare, fitness). Talent acquisition experience. Interest in the arts, music, education, or franchise-model businesses.