Clear HR processes for Singapore teams, built remotely from India
GullyHR audits, designs and documents HR processes for small and mid-sized businesses in Singapore. We work remotely from Bengaluru, with written deliverables and video calls, and we leave local legal questions to your Singapore adviser.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Singapore businesses with the HR work that sits behind the paperwork: audits, hiring and onboarding processes, policies, handbooks and performance reviews. We work remotely through video calls and shared documents. We do not give legal advice, run payroll or handle work passes. Your local adviser confirms those points and we build them into the process.
Time zone. Singapore is on UTC+8 all year, so India is 2 hours 30 minutes behind Singapore. There is a workable overlap on most days. Meeting windows are agreed at the start of each engagement.
Who this suits in Singapore
- A Singapore company with a small HR function, or none, where the owner or finance lead still handles hiring and people questions.
- A regional office of a foreign group that needs its local HR documents and processes written down and consistent with head office.
- A business hiring across borders, with staff in Singapore and teammates in India, Malaysia or elsewhere, that needs one clear way of onboarding and managing people.
- A growing company that has outgrown informal practice and wants a handbook, review cycle and hiring process before the next stage of hiring.
What we do for businesses in Singapore
HR audit
We review your contracts, policies, files, onboarding steps and review practice against a clear checklist. You get a written report that separates what to fix now from what can wait, with items for your Singapore adviser marked clearly.
Read more →HR process design
We map how hiring, onboarding, leave, performance and exits actually run in your Singapore team, then redesign them with owners, steps and records. The result is a process people can follow without asking the founder.
Read more →Policies and employee handbook
We draft an employee handbook and core policies in plain English. Where a policy touches local rules, such as CPF or statutory leave, we leave a marked placeholder until your adviser confirms the position.
Read more →Fractional HR management
For teams without a full-time HR head, we can act as an outside HR lead on an ongoing basis. We run the process calendar, review cycles and hiring support remotely, and flag legal questions to your adviser.
Read more →Recruitment and interview process
We design a structured interview and selection process for roles you hire in Singapore, with scorecards, question sets and decision notes, so hiring does not rest on one person's impression.
Read more →HR situations we help with in Singapore
Hiring across borders.
Teams in Singapore often hire people in several countries. Each hire needs the right paperwork, but the process around it, such as briefs, interviews and onboarding, should look the same for everyone.
Foreign talent and work passes.
Many Singapore employers hire foreign professionals who need a work pass. The pass itself is a matter for the authorities and your adviser. The offer, onboarding and start-date steps around it still need a clear process.
Small teams, many roles.
One person often handles hiring, payroll liaison and staff queries. Without written steps, knowledge sits in one head and every absence causes delay.
Group policies that do not fit.
A regional office may inherit head-office policies written for another country. These need adapting so staff understand them, and so local points are reviewed rather than assumed.
Fair hiring practice.
Singapore has published guidelines on fair employment practices. Job adverts, shortlisting and interview notes should be consistent and recorded so decisions can be explained.
Performance reviews that stay informal.
Growing teams often review people once a year in a chat. Without goals, notes and a calibration step, ratings drift and pay conversations become difficult.
Exits handled case by case.
Resignations, probation outcomes and retrenchments each carry steps and records. Teams that improvise tend to miss a notice, a handover or a document.
Local rules your adviser confirms
These are Singapore regimes an employer should confirm with a qualified local adviser. We do not state rules, rates or limits. We design the process around each point once your adviser confirms what applies.
| Topic | What we do about it |
|---|---|
| Employment Act coverage | Whether and how the Employment Act applies to each role. We write contract and policy templates with this point left open until your adviser confirms it. |
| CPF contributions | Central Provident Fund obligations for citizens and permanent residents. Your adviser or payroll provider confirms these. We add the step to your onboarding checklist. |
| Work passes | Employment Pass, S Pass and other passes through the Ministry of Manpower. Your adviser handles applications. We build the pass check into your offer and onboarding flow. |
| Statutory leave | Annual, sick, parental and other leave entitlements. We draft the leave policy structure and fill in figures only after your adviser confirms them. |
| Fair employment guidelines | Guidelines on fair hiring and workplace practice. We design job adverts, interview scorecards and records with this in mind, and your adviser reviews the final wording. |
| Retrenchment and termination | Notice, notification and record steps when a role ends. We design the internal workflow and checklist. Your adviser confirms the legal requirements. |
| Personal data | Rules on handling employee and candidate data under the Personal Data Protection Act. We map where personal data sits in your HR process. Your adviser confirms what is required. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your team, locations, hiring plans and what feels broken. We agree scope in writing and agree the meeting windows that suit Singapore time.
- 2
Document review
You share contracts, policies, forms and sample files through a secure folder. We read them and note gaps, conflicts and anything that needs your adviser.
- 3
Written findings
You receive a written report in plain English with priorities. We walk through it on a call so you can question anything before we begin design work.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and local points stay marked for your adviser.
- 5
Handover and support
We hand over the final documents with a short guide for your team. If you want continued help, we can support the process on an ongoing basis, remotely.
What we do not do
- We do not give legal advice or opinions on Singapore employment law.
- We do not run payroll, calculate CPF or make statutory filings.
- We do not apply for work passes or give immigration advice.
- We do not supply contract staff or run background verification.
- We do not claim an office, registration or past clients in Singapore.
Questions from businesses in Singapore
GullyHR does. We are based in Bengaluru and work remotely with Singapore teams on audits, process design, documents and training. We do not give legal advice, and we work alongside your Singapore adviser.
No. We have no Singapore office or registration and we do not claim local clients. This page describes the remote service we offer and how it fits with your local adviser.
No. We name the areas to check, such as CPF, work passes and statutory leave, but your qualified local adviser confirms the rules. We then build the confirmed requirement into your process and documents.
No. We do not compute payroll or make statutory filings. We can design the process that feeds your payroll provider, such as joiner and leaver checklists, so the right information reaches them on time.
We can design the hiring and onboarding process around a pass, including checkpoints and records. We do not apply for passes or give immigration advice. Your adviser or the authorities handle that.
Singapore is 2 hours 30 minutes ahead of India all year. Most work is written and shared in documents. Meeting windows are agreed at the start, and calls are arranged around your working day.
It depends on scope, team size and how many documents exist already. We share a written scope and timeline after the first call, so you can compare options before committing to anything.
Our service is remote. If you would like an on-site session, ask us and we will tell you honestly whether it is possible. Most clients get what they need from calls and shared documents.