About TravelokaTraveloka is Southeast Asia’s leading all-in-one travel platform connecting millions globally with trusted, world-class experiences. With over 140 million app downloads and more than 40 million monthly active users, Traveloka stands as one of the most popular travel apps in the region.

Job Description

Job ID: MJ000186

About Traveloka

Traveloka is Southeast Asia's leading travel and lifestyle super-app. We connect tens of millions of travellers across the region with flights, hotels, experiences, financial services, and more — all from a single platform. Since our founding in 2012, we have expanded to eleven markets, processed billions of dollars in transactions, and built one of the most recognised consumer brands in the region.

We move fast because the region demands it. Southeast Asia is young, mobile-first, and growing faster than almost anywhere else on earth. We are not transplanting a Western playbook — we are writing a new one, from scratch, for a market that does not look like anywhere else — and we are calling for people who want to be part of that.

About the Team

The HRIS team builds the internal digital engine powering thousands of Travelokans. We treat HR technology as high-scale enterprise infrastructure—handling sensitive employee data, complex regional compliance, and seamlessly integrating third-party platforms with custom internal tools.

About the Job

We build and run the HRIS platform behind the Human Resource Team — headcount and position planning, org charts, talent acquisition, employee records, approvals and audit, data governance, and integrations with external systems. We ship continuously, with AI as a core part of how work gets done.

This role owns a product end-to-end. There is no engineering team to hand work to. You sit with HR and HRBP stakeholders, find the real problem (not just the tool they asked for), decide what is worth building and why, write the requirements, build the solution yourself with AI tools, deploy it, and maintain it in production.

Day to day, that means:

• Discovery with non-technical HR and business users — including pushing back when the requested solution is the wrong one.
• Owning the roadmap for your area: prioritize business value, make trade-offs, and be accountable for outcomes, not tickets closed.
• Writing BRDs/PRDs and specs yourself, for stakeholder sign-off and as the brief you then build from.
• Designing and shipping the solution with Claude Code/ Cursor — data models, backend, and UI — then reviewing and correcting what the AI produces.
• Releasing to production and supporting what you shipped: incidents, changes, and shifting requirements.
• Catching designs that leak sensitive employee data or fail in production before they ship.

This is the product thinking of a PM delivered through AI-driven development. You need prior hands-on software-engineering experience — enough to design a sensible architecture and data model, and to notice when the AI is confidently wrong. You will own your area alone, in a fast-paced environment.

Job requirements

Must-haves

• Evidence you owned the what and why of a product or area — direction, what not to build, and outcomes you were measured on.
• Stakeholders work with non-technical business users: eliciting the real need, reframing, aligning, and saying no without an engineering manager as a buffer. Experience only with other engineers is not enough.
• Prior hands-on software engineering — deep enough to design architecture and data models, and to reject a design that would leak employee data or fail open.
• You personally build and deploy with Claude Code, Cursor, or equivalent — not only review someone else's AI output. You can describe a time you caught the AI being confidently wrong before production.
• Starting from a vague question and owning the problem through to a running system. If you need a written spec handed to you before you can begin, this role will not work.
• You measure impact against a real before/after baseline, and can explain how you calculated it.

Nice-to-haves

• HR / HRIS / People-systems experience, or genuine curiosity about the domain (compensation, talent, org structure, compliance, data sensitivity).
• Familiarity with AWS (Lambda / DynamoDB / RDS), Python and TypeScript/React, Lark (Bitable / Docs / bots), and ABAC/OPA.
• Comfort working across geographies, and directly with senior HR and business leaders.