Write the job ad.
Then check what it says about you.
Pick a job title and you get a full, structured job description. The part that matters more: it scans your wording for the phrases that quietly screen people out — age, gender, family status, nationality, health — and tells you what to write instead. Seven markets across Asia, each with its own statutory benefits and its own rules on what a job ad may say.
Free, no signup, no email. Everything runs in your browser — nothing you type is sent anywhere.
Matched our HR Manager template — duties and requirements are pre-filled. Edit anything below.
Sets the currency, the statutory benefits on offer and the equal-opportunity wording.
Publishing a discriminatory job advertisement is specifically covered by Hong Kong's anti-discrimination ordinances, which protect sex, disability, family status and race.
Equal Opportunities CommissionAnything you type here stays on the list even if you switch market.
Equal opportunity statement
Standard wording for Hong Kong.
Your job description
HR Manager Hong Kong · Full-time · Hybrid ABOUT THE ROLE We are hiring an HR Manager in Hong Kong. In this role you will run day-to-day people operations and give managers the support they need to hire, keep and develop good people. This is a full-time position, hybrid. WHAT YOU'LL DO • Own the full employee lifecycle: hiring, onboarding, changes, exits • Advise line managers on performance, conduct and difficult conversations • Keep employment records, contracts and policies accurate and current • Run payroll inputs and benefits administration with Finance • Track headcount, turnover and hiring pipeline, and report what the numbers mean • Improve the processes people complain about most — usually onboarding and reviews WHAT WE'RE LOOKING FOR • Roughly 3–5 years doing this kind of work • Hands-on HR generalist experience across recruitment, employee relations and admin • Working knowledge of local employment law and how it applies day to day • Comfortable handling confidential information and sensitive conversations • Clear written communication — policies people can actually follow NICE TO HAVE (NOT REQUIRED) • Experience implementing or migrating an HRIS • Exposure to a second market in the region • A professional HR qualification or membership WHAT WE OFFER • Pay: HKD 30,000 – 40,000 per month • MPF contributions • Medical and dental insurance • Discretionary bonus HOW TO APPLY Apply through this listing — we come back to every applicant either way. EQUAL OPPORTUNITY We are an equal opportunity employer. We assess every applicant on merit and do not discriminate on the grounds of sex, marital status, pregnancy, disability, family status or race. Personal data collected will be used for recruitment purposes only.
Job ad score
Ready to post
280 words
- check_circle
Pay range shown
Candidates can self-select, which cuts wasted interviews on both sides.
- check_circle
No discriminatory wording
Nothing flagged on protected grounds.
- check_circle
No risky proxy wording
No wording that acts as a stand-in for age, nationality or appearance.
- check_circle
Readable length (250–700 words)
280 words. Long enough to be useful, short enough to finish.
- check_circle
4–9 responsibilities
6 responsibilities, which reads as one real job.
- check_circle
Requirements kept tight (max 7)
Short enough that a capable candidate will still apply.
- check_circle
Location and work setup stated
Where the job is, and how it is worked, are both clear.
- cancel
Clear way to apply
Add an email or a link so nobody has to guess.
verifiedWording check: nothing flagged
No age, gender, family-status, nationality, health or appearance wording found, and no filler phrases. Still read it once as a candidate would.
One file. Works on any computer, no internet needed.
infoWhat the wording check is based on
In Hong Kong, discrimination is unlawful across the whole employment cycle, and that includes the advertisement itself — publishing a discriminatory advertisement is specifically covered under the Sex Discrimination Ordinance. The four ordinances the Equal Opportunities Commission enforces cover sex, disability, family status and race; the government's own workplace discrimination guidance is the plain-language version. Our high-severity flags map to those grounds.
In Singapore, TAFEP's guide to writing fair job advertisements and the Tripartite Guidelines on Fair Employment Practices already tell employers to keep selection criteria tied to qualifications, skills and experience — and to avoid age, nationality, marital status and family responsibilities. That expectation is about to gain teeth: the Workplace Fairness Act was passed in 2025 and is expected to take effect around the end of 2027, covering employers with 25 or more staff. Ads written today are the habit you will be audited on then.
The rest of Asia is not softer, just less discussed. Taiwan is the strictest market in the tool: Article 5 of the Employment Service Act bans a long list of grounds outright — age, appearance, facial features and marital status among them — with fines from NT$300,000 to NT$1,500,000. In the Philippines, RA 10911 makes it unlawful to publish an ad suggesting an age preference in any medium, internet included. In Mainland China, a 2019 circular from nine central departments bars gender requirements in recruitment ads and questions to women about marriage or childbirth. Macau's Labour Relations Law covers descent, nationality, race, language, religion, political views and sex. Malaysia has no dedicated hiring-discrimination statute, but section 69F of the Employment Act lets the Director General of Labour hear discrimination disputes. Pick your market in the tool and the relevant line appears next to it.
The score is our editorial checklist, not a legal test — pay transparency, a length a candidate will actually finish, a responsibilities list that reads as one job rather than three, and a requirements list short enough that a capable person still applies. It is a drafting aid. For anything contentious, have a lawyer read the final ad.
Hiring the person is the cheap part. If you want the other number in front of you before you post, run what a bad hire actually costs — a vague job ad is where most of that cost starts.