About Foreground & Our Advisory Network

Foreground is a people and advisory firm delivering strategic HR, organisational, and workforce solutions to organisations across multiple sectors and geographies. To support our clients evolving needs, we curate a global network of senior, independent HR and People Advisory Consultants who bring deep subject-matter expertise and operate at the highest professional standards.

By joining the Foreground Advisory Network, consultants gain access to project-based opportunities aligned to their expertise, while retaining full independence and flexibility. Inclusion in the network does not constitute an obligation for either party and serves as a platform for future collaboration when mutually aligned.

Role Overview

As an HR & People Advisory Consultant within Foreground Network, you will be considered for client engagements that match your experience and specialisation. Engagements are advisory-led, outcome-driven, and typically involve senior stakeholder interaction. Consultants are expected to operate as trusted advisors, delivering rigorous, evidence-based solutions aligned to global best practices.

Engagement Model:

Independent consultant engagement through Foreground Global Advisory Network. No employment or ongoing commercial commitment is implied. All work is governed exclusively by project-specific Statements of Work (SOWs).

Key Responsibilities

Consultants may be engaged across one or more of the following areas, depending on project scope and expertise:

1. Strategic HR & Organisation Advisory

• Conduct organisational diagnostics, workforce assessments and HR maturity reviews.
• Translate business strategy into people, structure and capability frameworks.
• Advise senior leadership on operating model design and workforce optimisation.

2. HR Governance, Policy & Compliance

• Design and review HR policies, frameworks and employee handbooks.
• Advise on employment governance, risk, and regulatory alignment across jurisdictions.

3. Talent, Performance & Succession

• Develop performance management frameworks and leadership assessment models.
• Design succession planning, talent review and career architecture frameworks.

4. Compensation, Rewards & Job Architecture

• Lead or support compensation benchmarking and total rewards advisory.
• Design job architectures, grading frameworks and incentive structures.

5. Culture, Engagement & Employee Experience

• Diagnose organisational culture and engagement drivers.
• Design interventions to enhance inclusion, leadership effectiveness and employee experience.

6. HR Operations & HR Technology

• Optimise HR operating models, service delivery and SOPs.
• Advise on HRIS, analytics, reporting and digital HR transformation initiatives.

7. Employee Relations & Workplace Advisory

• Provide senior-level advisory on employee relations, investigations and dispute resolution.
• Support complex or sensitive workplace matters with discretion and rigour.

8. Change Management & Transformation

• Support organisational change, restructuring and workforce transitions.
• Lead people-side change strategies, communications and adoption planning.

Typical Deliverables

Depending on engagement scope, deliverables may include:

• HR and people strategy roadmaps
• Organisation design and job architecture frameworks
• Compensation and rewards benchmarking reports
• HR policies, governance toolkits and operating models
• Talent, performance and succession frameworks
• Culture and engagement diagnostics with action plans
• Executive presentations, workshops and advisory recommendations

Experience & Professional Requirements

• 8–15+ years of senior HR consulting, advisory or executive HR leadership experience.
• Demonstrated experience advising C-suite and senior leadership teams.
• Strong grounding in global HR best practices, organisational design and people strategy.
• Proven ability to operate independently, manage ambiguity and deliver high-quality outcomes.
• Excellent stakeholder management, facilitation and communication skills.

Preferred Qualifications

• Advanced degree (MBA, MSc HR, Organisational Development or equivalent).
• Professional certifications (CIPD, SHRM-SCP, SPHR or equivalent).
• Experience working across multiple geographies and sectors is highly valued.

Professional Attributes

• Strategic, commercially astute and outcomes-focused.
• Credible advisor with strong executive presence.
• Ethical, discreet and aligned with professional consulting standards.
• Collaborative, adaptable and delivery-oriented.