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.

Rewards
Discretion
Access
HR
HR Operations
Flexibility
Development
Adoption
Succession Planning
Facilitation
Operations
Collaboration
Compliance
Structures
Service Delivery
HR Policies
Consulting
Business Strategy
Compensation
Stakeholder Management
Employee Relations
Reviews
Deliverables
Workshops
Performance Management
Architecture
Change Management
Analytics
Communication Skills
Strategy
Presentations
Planning
Design
Business
Leadership
Communication
Management