Strategic Business HR Manager (Part-Time/Fractional)

ILLUMINATING ASIA SG PTE. LTD.; Singapore; On-site; SGD 60,000 - 80,000; Part time

Job summary

A progressive HR consultancy in Singapore is seeking a Strategic Business HR Manager for a part-time role. This leader will drive organizational alignment and employee engagement, manage talent acquisition, and provide strategic counsel to senior leadership. The ideal candidate will have over 10 years of HR experience, with a focus on building relationships across functions and maximizing impact in a fractional capacity. This is a hybrid position offering SGD $1,500 - $1,700 per month.

Qualifications

• 10+ years in HR with at least 5 years in strategic business partner or advisory roles.
• Proven success in fractional or part-time HR leadership roles where high impact was achieved with limited time.
• Demonstrated experience working across multiple company growth stages (startup, scale-up, established organization).
• Strong track record in strategic recruitment and building high-performing teams.
• Proven track record of advising C-suite and senior leadership on organizational strategy and people decisions.
• Extensive experience building trusted relationships with employees across diverse functions and organizational levels.
• Track record of improving retention and engagement through strong employee relationships and support.

Responsibilities

• Lead recruitment strategy to identify and secure high-caliber talent aligned with growth trajectory.
• Serve as a trusted advisor to senior management, providing counsel on HR strategy.
• Build credible relationships with employees across all departments.
• Establish metrics and systems that provide ongoing insights into organizational health.
• Design comprehensive career pathway frameworks for employee growth.

Skills

Adaptive

Listening Skills

Program Development

Talent Acquisition

Autonomy

Interpersonal Skills

Workforce Planning

Career Development

Employee Engagement

Business Strategy

Organizational Design

Visionary Thinking

Emotional Intelligence

Accountability

Team Building

Talent Assessment

Human Resources

Accessibility

People Management Experience

Job description

Roles & Responsibilities

Position Overview

We are seeking a dynamic Strategic Business HR Manager for a part-time fractional role (16 hours per week) who goes beyond traditional HR operations to serve as a catalyst for organizational alignment and employee engagement. This role requires a sophisticated business partner who can assess our evolving organizational maturity, adapt strategies accordingly, and provide strategic counsel to senior leadership on people-related decisions that drive business success. Critically, this leader must establish genuine, trust-based relationships with employees across all functions, serving as both advocate and coach to our entire workforce, while also ensuring we attract and onboard the right talent to fuel our next phase of growth.

Key Responsibilities

Strategic Talent Acquisition & Team Building

• Lead recruitment strategy to identify and secure high-caliber talent aligned with our growth trajectory and cultural values
• Design hiring frameworks that assess not only skills but also alignment with our demanding professional environment and growth expectations
• Build compelling employer value propositions that attract candidates who thrive in rigorous training environments
• Partner with leadership to anticipate future talent needs based on business goals and growth stage
• Ensure hiring processes are efficient, candidate-focused, and result in strong cultural and capability fits
• Develop onboarding programs that set new hires up for success from day one

Strategic Business Partnership & Advisory

• Serve as a trusted advisor to senior management, providing candid, professionally mature counsel on HR strategy aligned with company growth stage
• Conduct ongoing organizational assessments to identify which HR practices, structures, and interventions are appropriate for our current and anticipated growth phase
• Challenge and guide leadership thinking on talent decisions, organizational design, and culture evolution with data-driven insights and industry expertise
• Adapt HR approach based on whether the company is in startup, scale-up, maturity, or transformation phases

Cross-Functional Employee Support & Relationship Building

• Establish credible, accessible relationships with employees across all departments and levels—from operations to sales, finance to technical teams
• Serve as a trusted confidant and advocate for staff, creating psychological safety for employees to discuss challenges, career concerns, and workplace issues
• Build consistent presence across functions through regular touchpoints, skip-level conversations, and proactive outreach
• Act as a bridge between employees and leadership, ensuring staff voices are heard while maintaining appropriate confidentiality
• Provide individualized coaching and support to employees navigating career decisions, performance challenges, or workplace conflicts
• Understand the unique pressures, workflows, and cultures of different departments to provide contextually relevant support

Strategic Alignment & Culture Building

• Translate business goals into compelling people strategies that resonate across all levels of the organization
• Design and implement initiatives that connect daily work to organizational objectives, helping staff understand the "why" behind their efforts
• Act as a change champion, rallying teams around strategic priorities and fostering buy-in through transparent communication
• Recognize when to shift from informal to formal processes as the organization maturing
• Create forums and mechanisms that give employees from all functions voice and visibility

Employee Engagement & Motivation

• Develop innovative programs that keep employees motivated and engaged, particularly during intensive training periods and demanding project cycles
• Create recognition systems that celebrate progress, effort, and achievement at every career stage and across all departments
• Build a feedback-rich environment where employees feel heard, valued, and connected to leadership
• Design interventions that address function-specific engagement challenges while promoting cross-functional collaboration

Career Development & Retention

• Design comprehensive career pathway frameworks that make growth opportunities visible and attainable across all functions, scaled appropriately to company size and stage
• Establish mentorship, coaching, and development programs that support employees through rigorous professional training
• Implement retention strategies that address the unique challenges of demanding work environments while highlighting long-term career benefits
• Provide personalized career guidance that acknowledges the different trajectories available across various departments

Program Design & Implementation

• Create scalable programs that balance business needs with employee wellbeing and professional development
• Develop onboarding and training support systems that help new hires thrive during challenging learning curves
• Build measurement frameworks to track program effectiveness, engagement levels, and retention metrics across all functions
• Demonstrate judgment in knowing when to implement sophisticated systems versus maintaining agility

Role Structure

Time Commitment : 16 hours per week (fractional / part-time)

Work Arrangement : Hybrid - 1 full day in office per week (8 hours) + 8 hours remote / flexible

Compensation : SGD $1,500 - $1,700 per month (Contract for Service Scheme)

Reporting : Direct reporting relationship with senior leadership

This fractional structure requires exceptional efficiency, prioritization skills, and the ability to create maximum impact within focused time. The ideal candidate will leverage systems, frameworks, and strategic initiatives that drive results beyond their direct hours of engagement.

Required Qualifications

Experience

• 10+ years in HR with at least 5 years in strategic business partner or advisory roles
• Proven success in fractional or part-time HR leadership roles where high impact was achieved with limited time
• Demonstrated experience working across multiple company growth stages (startup, scale-up, established organization)
• Strong track record in strategic recruitment and building high-performing teams
• Proven track record of advising C-suite and senior leadership on organizational strategy and people decisions
• Extensive experience building trusted relationships with employees across diverse functions and organizational levels
• Track record of improving retention and engagement through strong employee relationships and support

Strategic & Advisory Capabilities

• Exceptional ability to assess organizational maturity and recommend appropriate HR interventions for each growth stage
• Skilled at providing constructive, sometimes difficult counsel to senior leadership with diplomacy and credibility
• Strong business acumen with deep understanding of how people strategy impacts financial performance and operational goals
• Experience in organizational design and knowing when structural changes are necessary versus premature
• Strategic talent acquisition expertise with ability to identify candidates who will drive company growth

Relationship Building & Employee Support Skills

• Demonstrated ability to establish rapport and credibility with diverse employee populations across all functional areas
• Strong active listening skills and genuine empathy for employee concerns and career aspirations
• Experience serving as an employee advocate while balancing organizational needs and leadership perspectives
• Proven ability to maintain confidentiality and trust while navigating sensitive employee situations
• Track record of being sought out by employees as a trusted resource and sounding board
• Cultural fluency to understand and respect the distinct working styles, pressures, and values of different departments

Talent Acquisition Excellence

• Proven ability to source, assess, and secure top talent in competitive markets
• Experience building recruitment strategies that align with business growth objectives
• Strong interviewing and candidate evaluation skills with focus on culture fit and capability
• Track record of reducing time-to-hire while maintaining quality of hires
• Ability to build compelling employer brands that attract high performers

Adaptive Expertise & Efficiency

• Exceptional prioritization skills and ability to focus on highest-impact activities
• Demonstrated flexibility in approach based on organizational context—knowing when to be hands-on versus systemic
• Ability to identify what "good" looks like at different company stages and adjust expectations and strategies accordingly
• Experience building HR infrastructure from scratch as well as optimizing established systems
• Track record of successfully navigating organizational transitions and scaling challenges
• Proven ability to create leverage through systems, templates, and frameworks that work beyond direct involvement

Program Development Skills

• Expertise in creating career development frameworks and growth pathways appropriate to company size and across various functions
• Experience designing recognition and motivation programs that drive results
• Ability to build programs from concept through implementation and measurement, with appropriate sophistication

Leadership & Influence

• Exceptional communication skills with ability to influence and counsel senior executives effectively while remaining accessible to all staff
• Strong emotional intelligence combined with professional maturity and business judgment
• Proven ability to deliver difficult messages and challenge leadership thinking while maintaining trust
• Capacity to inspire and motivate at all organizational levels
• Skilled at facilitating difficult conversations and mediating conflicts

Desired Attributes

• High efficiency and focus with ability to maximize impact within limited time constraints
• Self-direction and autonomy to prioritize effectively without constant oversight
• Talent assessment expertise with strong instincts for identifying potential and fit
• Genuine care for people with authentic interest in employee wellbeing and success
• Approachability and accessibility that makes employees comfortable seeking support despite limited hours
• Professional maturity and judgment to assess organizational readiness for different interventions
• Intellectual courage to provide candid counsel even when it challenges prevailing views
• Balance of empathy and accountability to support employees while maintaining professional standards
• Adaptive mindset that thrives in ambiguity and changing organizational contexts
• Visionary thinking balanced with pragmatic, stage-appropriate execution
• Strong interpersonal skills with ability to connect authentically across organizational boundaries
• Resilience and composure to support teams and leaders through growth challenges
• Data-driven approach with strong analytical skills and business metrics fluency
• Cultural sensitivity and ability to build inclusive programs for diverse teams
• Self-awareness to recognize own biases and seek diverse perspectives

What Success Looks Like

Within the first year, you will have :

• Successfully recruited and onboarded key hires who demonstrably contribute to company growth and culture
• Improved quality of hire metrics and reduced time-to-fill for critical positions
• Earned credibility with senior leadership as a trusted strategic advisor they actively seek counsel from
• Established trusted relationships with employees across all functions, with staff actively seeking you out for support and guidance despite your part-time schedule
• Achieved measurably improved employee satisfaction scores regarding HR accessibility and support
• Completed a comprehensive assessment of our organizational maturity and implemented stage-appropriate HR strategies
• Increased employee engagement scores and measurably reduced turnover rates across all departments
• Implemented visible career pathways that employees actively reference and pursue
• Created programs that demonstrably improve retention during critical training periods
• Provided leadership with candid, actionable insights that influenced key business decisions, informed by ground-level employee perspectives
• Built strong relationships across departments with leaders viewing you as an essential strategic partner
• Demonstrated deep understanding of each function's unique challenges and opportunities
• Established metrics and systems that provide ongoing insights into organizational health and readiness for next growth phase
• Created scalable systems and frameworks that continue to deliver value beyond your direct hours

How to Apply

Please submit your resume and cover letter to : [e-mail]

Your cover letter should address :

• Your experience and success in fractional or part-time HR leadership roles
• A specific example where you adapted your HR approach based on company growth stage
• A situation where you provided challenging counsel to senior leadership that resulted in a better business outcome
• How you've successfully built trust-based support relationships with employees across diverse functions
• Your approach to strategic recruitment and an example of how you've secured talent that drove company growth

We look forward to hearing from candidates who are ready to make a significant impact in a focused, strategic capacity.

Tell employers what skills you have

• Adaptive
• Listening Skills
• Program Development
• Talent Acquisition
• Autonomy
• Interpersonal Skills
• Workforce Planning
• Career Development
• Employee Engagement
• Business Strategy
• Organizational Design
• Visionary Thinking
• Emotional Intelligence
• AccountabilityTeam Building
• Talent Assessment
• Human Resources
• Accessibility
• People Management Experience