People Invest HR Review 2025
Fractional HR leadership and strategic HR consulting for growing companies
People Invest HR provides fractional HR leadership, interim HR management, and strategic HR consulting services to Singapore companies lacking full-time HR executives. Offering experienced HR directors and managers on part-time, project-based, or retained basis, People Invest helps SMEs and growing businesses build HR foundations, navigate growth challenges, and implement strategic HR initiatives without the cost of full-time senior HR hire.
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Pros and Cons
Pros
- Access to senior HR expertise at fraction of full-time cost
- Flexible engagement models suit different needs and budgets
- Quick deployment (1-2 weeks)
- Experienced leaders with proven track records
- Good for companies 20-300 employees
- Focus on building internal capability
Cons
- Part-time availability may not suit all situations
- Less hands-on operational support than full-time HR
- Premium day rates vs junior HR hires
- Consultant availability can be limited during busy periods
- Not suitable for companies needing full-time HR presence
Key Features & Services
Experienced HR Leaders
Senior HR professionals with 15-25 years experience across industries. HR Director and CHRO-level expertise providing strategic guidance without full-time executive salary ($180K-$300K+).
Strategic HR Development
Build HR foundations including policies, processes, compliance frameworks, talent strategies, and organizational design. Create scalable HR infrastructure supporting business growth.
Flexible Engagement Models
Choose from project-based (specific initiatives), fractional (ongoing part-time), or interim (full-time temporary) based on needs and budget. Scale up or down as requirements change.
Quick Deployment
Access experienced HR leadership within 1-2 weeks vs 3-6 months for full-time executive hire. Immediate impact without lengthy recruitment process and onboarding.
Cost-Effective Solution
Fractional HR leadership at 30-50% cost of full-time executive hire. Pay only for time needed without benefits, bonuses, or long-term employment commitments.
Knowledge Transfer
Build internal HR capability through coaching, training, and documentation. Leave sustainable HR practices when engagement ends rather than dependency on external consultant.
Pricing & Plans
Pricing Model: Day rate or monthly retainer | Starting From: From $800 per day
Project-Based
- Defined scope projects
- Typical 3-6 month duration
- HR Director/Manager level
- On-site + remote work
- Deliverables-focused
- Implementation support
Fractional HR Director
- 2-4 days per month commitment
- Strategic HR leadership
- Board/management meetings
- HR strategy development
- Team coaching
- 6-12 month minimum
Interim HR Leadership
- Full-time temporary assignment
- HR department leadership
- Transition management
- Team development
- Strategic initiatives
- 3-12 month engagements
What Clients Say
"People Invest provided fractional HR Director for 8 months while we searched for permanent hire. She built our HR foundation and the value was incredible. Highly recommend for growing companies."
"Engaged People Invest for M&A HR integration project. Their experience was evident and they delivered on time. Cost-effective vs hiring consultancy for short-term need."
"Good fractional HR solution. 2 days per month was perfect for our needs and budget. Strategic guidance without full-time commitment worked well for our stage."
Frequently Asked Questions
How much does fractional HR leadership cost?
Fractional HR pricing: Project-based ($800-$1,500/day for 20-60 days total = $16K-$90K), Fractional HR Director ($4,000-$8,000/month for 2-4 days monthly), Interim full-time ($12,000-$20,000/month). For comparison, full-time HR Director salary is $150K-$250K/year plus 20% benefits = $180K-$300K total. Fractional engagement at $6,000/month x 12 = $72,000/year (60-75% cost savings) while getting senior expertise.
When should companies consider fractional HR vs full-time hire?
Consider fractional HR when: (1) 20-150 employees (not yet justifying full-time director), (2) Need strategic guidance but not daily operations, (3) Transitioning between HR leaders, (4) Specific project/initiative requiring senior expertise, (5) Budget constraints vs full-time executive salary. Consider full-time when: 150+ employees, complex daily HR operations, or requiring consistent full-time presence. Many companies start fractional then convert to full-time at 150-200 employees.
What does a fractional HR director typically do?
Fractional HR Director responsibilities: (1) Strategic HR planning aligned with business goals, (2) HR policy development and compliance, (3) Talent strategy and organizational design, (4) Executive coaching and team development, (5) Performance management framework, (6) Compensation and benefits strategy, (7) Change management, (8) Board/management meeting participation, (9) HR team coaching. Focus is strategic leadership and guidance; operational tasks delegated to HR coordinators or outsourced.
How quickly can fractional HR leaders start?
Fractional HR leaders can start within 1-2 weeks vs 3-6 months for full-time executive hire. Process: (1) Initial consultation (1-2 days), (2) Proposal and agreement (3-5 days), (3) Onboarding and ramp-up (1 week), (4) Full productivity within 2-3 weeks. Immediate impact as experienced professionals hit ground running. Ideal for urgent needs like compliance issues, M&A integration, or sudden HR leader departure.
What is typical engagement duration for fractional HR?
Typical engagements: Project-based (3-6 months for specific initiative), Fractional retainer (6-12 months minimum, often 12-24 months), Interim full-time (3-12 months during transition). Many fractional arrangements become long-term as companies prefer flexibility over full-time commitment. Some clients maintain fractional HR for years as cost-effective way to access senior expertise while keeping HR operations lean.
Can fractional HR manage our HR team?
Yes, fractional HR Directors/Managers provide leadership to internal HR team including: (1) Direction setting and priorities, (2) Coaching and development, (3) Performance management, (4) Project oversight, (5) Quality assurance. While part-time, they provide clear guidance enabling team to execute effectively. For full-time supervision, consider interim assignment or fractional with higher monthly commitment (4-5 days vs 2-3 days).
How does fractional HR differ from HR consulting?
Fractional HR vs consulting: Fractional HR provides ongoing leadership and execution (embedded in organization, accountable for outcomes, builds internal capability), while consulting provides advisory and projects (external perspective, specific deliverables, less embedded). Fractional HR is "your part-time HR leader"; consulting is "expert advice and projects." For strategic leadership and sustained support, choose fractional; for specific expertise or external perspective, choose consulting. Some providers offer both.
What qualifications do fractional HR leaders have?
Fractional HR professionals typically have: (1) 15-25+ years HR experience, (2) HR Director or CHRO experience at 200-1,000+ employee companies, (3) Industry experience (technology, financial services, manufacturing, etc.), (4) Professional certifications (SHRM-SCP, SPHR, IHRP), (5) Track record of building HR functions, (6) Experience across HR disciplines (talent, comp, OD, ER). More experienced than typical full-time hire at SME budget.
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