HR Shared Services Singapore

Scope and licensing. Both services are function-transfer outsourcing — People Profilers hires the staff who deliver the function and runs the operation on documented SLAs. The differences are what's in scope and which PP entity delivers the engagement.

HRSS is HR-only scope, including work pass and immigration applications on your behalf. Delivered through People Profilers Pte. Ltd. (UEN 200618776E) under MOM Employment Agency Licence 02C4944 — the licence required to file work pass applications for client employees. HRSS suits employers with EP / S Pass / Work Permit workforce who need ongoing immigration coordination as part of their HR function.

BPO Services is open-scoped — any recurring business process (HR, payroll, reception, document admin, customer support, finance support, etc.) BPO suits employers who want broad back-office outsourcing without work pass scope, or whose workforce is local-only.

Both services use the same commercial framework — 12-month minimum term with one month's fees held as a refundable security deposit. Many clients use both: HRSS for the HR + work pass piece, BPO for the non-HR functions.

People Profilers is the legal employer of the HR staff who deliver your outsourced function. When you hand your HR function over to us — payroll, employee lifecycle, benefits, work pass applications, statutory reporting — the people who carry out that work are our employees, hired and managed by us under People Profilers Pte. Ltd. (UEN 200618776E). We hire, train, retain, and direct them; you receive the function delivered to documented SLAs.

Your own non-HR employees (the rest of your workforce) remain your employees under your existing terms. Only the headcount delivering the HRSS function sits on PP's payroll.

Singapore HRSS is delivered through People Profilers Pte. Ltd., holding MOM Employment Agency Licence 02C4944 — the licence that authorises us to file work pass applications on your behalf. For multi-country engagements, the relevant in-country PP entity is the legal employer in each market.

Depth. Work Pass & Immigration is a standalone advisory and filing service — you keep running your HR function in-house, and you engage us to file work pass applications (EP, S Pass, Work Permit, dependant passes), handle renewals, and advise on immigration compliance. We don't run your HR; you do.

HRSS is full HR function transfer. We run payroll, employee lifecycle, benefits, statutory reporting and the work pass applications — all under one engagement, one EA licence, one operational team. The work pass piece is one part of a much broader scope.

Choose Work Pass & Immigration if you have a competent in-house HR team and just need an EA-licensed partner for immigration. Choose HRSS if you want the entire HR function (including work pass) handed over.

Every HRSS engagement is documented in an engagement letter before the first operational cycle. The letter sets out the scope (functions covered, countries, headcount, target service levels, work pass volume), the fee structure, payment terms, and the statutory filings included.

Fees are transparent and itemised — service fees for each in-scope function, work pass application fees per submission (passed through at MOM rates), separate line items for one-time setup or add-on modules (HRIS configuration, employee helpdesk), and pass-through statutory contributions at official rates with no markup.

Engagements have a minimum term of 12 months. HRSS setup is a meaningful operational investment for both parties — employee data migration, work pass record handover from your existing provider (if any), workflow configuration, statutory registration verification, and a parallel-run cycle before live cutover. The 12-month minimum reflects that commitment on both sides. One month's fees are held as a refundable security deposit for the duration of the engagement, returned at the close of the relationship or applied against the final invoice.

HRSS involves the most sensitive employee data flows of any outsourcing engagement — payroll, benefits, performance, work pass and immigration records, identity documents — so data security and personal data protection are core to the operating model. Employee master data, salary information, work pass details, and identity documents are stored in access-controlled systems with audit logging. Operational processing follows documented procedures with segregation of duties between input, review, and approval.

We comply with Singapore's Personal Data Protection Act and the equivalent personal data legislation in Malaysia (PDPA), Thailand (PDPA), Vietnam (PDPL), and Indonesia (PDP Law). Data residency, retention periods, and cross-border transfer protocols are documented in the engagement letter.

Statutory submission archives and work pass application records are retained for the period required by each jurisdiction's regulator — typically five to seven years — and accessible to you on request.

Most HRSS clients are running their first full operational cycle with us within six to ten weeks of engagement, depending on workforce size, work pass volume, and the complexity of the existing setup. The transition steps are: employee master data migration; work pass record handover from your existing provider; workflow configuration; HRIS integration; statutory registration verification; one parallel-run cycle to reconcile every output; then phased cutover.

Work pass renewals scheduled in the cutover window are handled jointly with your outgoing provider (if any) to ensure no MOM submission gaps. We coordinate with your HR and finance leads throughout, with weekly check-ins during the transition period.

If you decide to bring HR back in-house at any point after the minimum term, the same data and process work in reverse — documented handover, archived records transferred, work pass records returned, statutory continuity preserved.