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Do Right
Re/Design Organisation Structure
Integrated Talent Attraction & Acqusition
Integrated Talent Attraction & Acqusition
Aligns with Business Strategy to bring business outcomes
- Clarifies Roles: Designs and defines roles for better understanding and effectiveness.
- Enhances Decision-Making: Increases efficiency and focus.
- Enables Scalability: Identifies necessary competencies and skills for growth and adaptability.
- Develops Talent: Designs career growth opportunities to improve morale and retention.
Integrated Talent Attraction & Acqusition
Integrated Talent Attraction & Acqusition
Integrated Talent Attraction & Acqusition
A powerful magnet for top + younger talent
- Talent Competition: Creates clear strategies and creative compensation & benefits to draw top talent, and younger generation.
- Selects Ideal Candidates: Streamlines hiring processes with AI tools for efficient, successful recruitment.
- Boosts Employee Engagement: Cultivates a culture of personal growth and workforce commitment.
Standards & Compliance
Integrated Talent Attraction & Acqusition
Standards & Compliance
Fosters trust among talents and stakeholders
- Clarity & Fairness: Design and review of employment contracts, and terms and conditions.
- Consistent quality: Standard Operating Procedures (SOPs) for fair employment, payroll, CPF, tax, work passes, audits, and more.
- Know-how: Facilitates familiarity with Singapore's government systems for compliance.
Stay Ahead
Advisors to Management
Talent Retention Strategy
Talent Retention Strategy
Expert Advisors to CEO & Management Team
- Expert Leadership: Fractional HR Director inhouse to interact with the founders/CEO/senior management and can quickly create value.
- Strategic Guidance: CHRO as Advisor to advise on the shaping and influencing business strategy toward moving the company forward, taking a higher level of view of the entire people goals
Talent Retention Strategy
Talent Retention Strategy
Talent Retention Strategy
Retain the Best to Stay Ahead
- Performance-driven Rewards: Designs and establishes a rewards and performance framework to motivate employees and foster a high-achieving culture.
- Skills Enhancement: Develops a future-looking learning framework to ensure continuous skill-building and readiness of employees for business' future.
Talent as an Advocate
Talent Retention Strategy
Talent as an Advocate
Let Them Talk About It
- Employee-centric Value: Nurtures an intrinsic Employee Value Proposition that resonates with the organization's DNA.
- Organizational Culture: Concentrates on cultivating a strong and positive company culture that drives team performance and fosters a sense of belonging. .
Win It!
Employer Branding
Succession Planning
Be an Appeal to External & Internal Stakeholders
- Employer Branding: Develops a compelling employer reputation that inspires pride and advocacy.
- Transparent Communication: Fosters trust and enhances the organization's overall appeal.
Succession Planning
Succession Planning
Be Ready and Stable During Leadership Transition
- Leadership Succession: Identifies key talent and strategically plans for leadership continuity.
- Strong Benchstrength: A robust pipeline of capable leaders for seamless transitions and stability during leadership changes.
Restructuring & Separation
Restructuring & Separation
Be Supportive During Change
- Organizational Resilience: Navigates through tough processes effectively.
- Collaborative Adaptation: Encourages a supportive environment and navigate through necessary changes and challenges.