Role Overview

The Courage Chapter is looking for a HR Consultant (Strategic Advisory) to support a social impact organisation dedicated to empowering parent caregivers and building inclusive communities for families with special needs. The charity works closely with government agencies, community partners, and volunteer networks to strengthen support ecosystems, enhance caregiver well-being, and advance disability-inclusive practices in Singapore.

Position Title: HR Consultant (Strategic Advisory)

Engagement: 2–3 days per week (Part-Time / Consultancy Basis), hybrid

Duration: 6–12 months

The HR Consultant will provide strategic HR advisory support to leadership, strengthening HR structures, processes, and people capabilities for sustainable growth. This role is focused on building and aligning the organisation’s human capital strategy with its mission — including talent planning, policy design, capability building, and leadership support.

The consultant will work closely with management to design the HR frameworks and implementation roadmap, before transitioning them into the hands of an eventual HR Manager or HR Executive for daily execution.

Key Responsibilities

1. Strategy & Policy

• Conduct a diagnostic review of existing HR systems, policies, and structures.
• Recommend a HR strategy and implementation roadmap aligned with organisational goals.
• Design or refine HR policies and procedures to ensure compliance and consistency.

2. Talent Acquisition

• Define recruitment philosophy, selection frameworks, and employer value proposition.
• Develop templates for job descriptions, interview evaluation, and onboarding guides.
• Design a scalable hiring workflow.
• Advise leadership on manpower planning and sourcing strategy for key roles.

3. Employee Relations

• Review existing employee communication, grievance, and conflict-resolution mechanisms.
• Recommend structures for employee engagement, feedback, and well-being.
• Establish fair and transparent disciplinary and grievance-handling policies.
• Coach leaders on fostering a positive, values-based culture and psychological safety.

4. Performance & Development

• Design a performance management framework (goal-setting, appraisal forms, feedback cycles).
• Define competencies, core values, and behavioural indicators for different roles.
• Develop a training and development roadmap to build leadership and functional capabilities.

5. Compensation & Benefits

• Review current remuneration practices and recommend fair, market-aligned pay structures.
• Propose performance-linked reward frameworks and recognition systems.
• Advise on non-monetary benefits, well-being initiatives, and flexible work practices.
• Establish principles for pay transparency and salary banding.

6. Compliance & Reporting

• Ensure HR policies are compliant with MOM, CPF, and PDPA regulations.
• Design standard HR documentation templates (contracts, forms, checklists).
• Recommend an HRIS or simple system for tracking headcount, leave, and compliance data.
• Develop a reporting dashboard for key HR metrics (turnover, training, engagement).

7. Engagement & Culture

• Define desired organisational values and behaviours.
• Design a culture roadmap and engagement initiatives that reinforce purpose and belonging.
• Create communication toolkits and recognition programmes to nurture morale.
• Partner with leadership to embed a culture of learning and collaboration.