Frequently Asked Questions

Am I the right fit?

Is With Kinna right for my organization?

If your organization is growing faster than your HR infrastructure can keep up — or if you're navigating a people challenge that requires senior judgment, not just execution — you're likely in the right place. We work with fast-growing companies that need strategic HR capability now, and with established organizations that want specialist expertise alongside their existing team. If you're unsure whether we're a fit, the Kinna Review is the best place to start.

We're scaling fast but don't have a formal HR function yet — is it too early?

It's almost never too early — but the type of support you need depends on where you are. Early-stage organizations often need foundations: employment frameworks, hiring processes, compensation structures, and culture groundwork. Getting these right from the start prevents costly fixes later. We'll help you understand exactly what your stage requires.

We already have an HR team. Can you still help us?

Yes — and this is one of the most common ways we work. Many organizations have an HR team handling day-to-day operations but lack senior strategic capacity for specific initiatives: a restructure, a leadership development program, an HRIS implementation, or an M&A integration. We step in as a specialist layer, not a replacement.

What do you do?

What does With Kinna do?

With Kinna provides bespoke HR services for fast-growing organizations and corporate leaders in Southeast Asia. We act as a fractional expert team — giving you senior-level capability without the cost of full-time hires. Whether you need a one-off engagement or ongoing HR leadership, we tailor our involvement to what your business actually needs.

What HR services do you cover?

Our work spans the full range of HR and Strategic HR — including Talent Acquisition, Onboarding & Offboarding, Compensation & Benefits, HR Policies & Employee Handbooks, Employment Contracts, HR Compliance, Performance Management, Employee Relations, Disciplinary & Grievance Processes, HRIS implementation, Workforce Planning, Organizational Design, People Strategy, Succession Planning, Leadership Development, Learning & Development, Culture & Employee Engagement, Employer Branding, Diversity & Inclusion, Change Management, M&A HR Integration, AI Enablement, Executive Coaching, and Total Rewards Strategy. If you have a need not listed here, reach out — chances are we've done it.

What does "fractional" actually mean in practice?

It means you get experienced HR professionals working as part of your team — without the overhead of full-time employment. Depending on what you need, that could look like a few hours a week, a dedicated project engagement, or interim HR leadership during a transition. You get the right level of involvement for your situation, not a one-size-fits-all retainer.

How does it work?

How do engagements typically work?

Every engagement starts with a Kinna Review — a structured two-hour session where we map your current HR capability, identify gaps, and align on what your organization actually needs. From there, we propose a scope of work tailored to your priorities. Some clients need a short, focused project. Others work with us on an ongoing basis. We design it around you.

How quickly can you get started?

Typically within one to two weeks of your Kinna Review. For urgent situations — an active hiring crisis, a compliance issue, a sudden leadership gap — we'll discuss how to prioritize accordingly.

What does it cost?

How does pricing work?

We begin with the Kinna Review, a two-hour diagnostic session priced at $800–$1,500 USD. This gives both sides a clear picture of your HR landscape and what support would be most valuable. From there, project and retainer pricing is scoped based on the work involved. We don't believe in vague estimates — the Kinna Review ensures any proposal we make is grounded in your actual situation.

How does this compare to hiring someone full-time?

A senior HR hire in Southeast Asia typically costs $100,000–$250,000 USD per year in salary alone, before benefits, onboarding time, and management overhead. With Kinna gives you senior-level capability when you need it, at a fraction of the cost — and without the risk of a mis-hire at a critical growth stage. For many organizations, fractional HR is the smarter path until the business is ready to justify a full-time team.

How do I start?

What if I'm not sure what I need?

That's exactly what the Kinna Review is for. You don't need to arrive with a brief or a job description. You just need to show up with an honest picture of where your organization is. We'll help you figure out the rest.

What happens after I reach out?

We'll schedule a short introductory call to understand your context and confirm we're the right fit. If we are, we'll move into the Kinna Review — and from there, you'll have a clear roadmap of your HR needs and how we can address them.

Human Resources

When should an SME hire a fractional HR consultant instead of a full-time HR manager?

A fractional HR consultant makes sense when your headcount is too small to justify a full-time HR hire but your people challenges are too complex to ignore. If you're spending significant time on HR tasks yourself, handling your first disciplinary matter, scaling past 15–20 employees, or preparing for a fundraise or acquisition, it's time to bring in external expertise. A fractional model gives you senior capability at a fraction of the cost.

What HR policies does a Singapore company legally need to have?

Under the Employment Act, Singapore employers are required to provide key employment terms (KETs) in writing to all employees covered by the Act. Beyond the legal minimum, companies should have documented policies on leave entitlements, grievance procedures, disciplinary processes, and data protection (under the PDPA). As you scale, additional policies on performance management, code of conduct, and retrenchment become essential.

What is the minimum notice period required under Singapore employment law?

The minimum notice period under the Singapore Employment Act depends on length of service: less than 26 weeks requires 1 day's notice; 26 weeks to less than 2 years requires 1 week; 2 to 5 years requires 2 weeks; and over 5 years requires 4 weeks. These are statutory minimums — employment contracts can specify longer notice periods, and it is common practice to do so for senior roles. Either party may also pay salary in lieu of notice.

How do I handle a wrongful termination claim in Singapore?

If an employee files a wrongful dismissal claim in Singapore, it is typically submitted to the Ministry of Manpower (MOM) within one month of dismissal. The claim will be mediated through the Tripartite Alliance for Dispute Management (TADM), and unresolved cases proceed to the Employment Claims Tribunal (ECT). The best protection is documentation: ensure terminations are supported by written warnings, performance records, or a clear redundancy rationale before proceeding.

What's the difference between a fractional HR director and an HR outsourcing firm?

A fractional HR director is a single senior professional who embeds in your business and thinks strategically about your people — they own outcomes, build relationships with your team, and adapt to your culture. An HR outsourcing firm typically handles transactional processes (payroll, admin, recruitment) at volume, with less strategic involvement. Fractional HR is better suited for companies that need a thinking partner; outsourcing firms suit those who simply need processes managed.

How do I build a compensation structure for a fast-growing team?

A compensation structure starts with defining job levels and bands, benchmarking those bands against market data (MOM salary surveys and industry reports are good starting points in Singapore), and deciding your positioning — whether you pay at, above, or below market. From there, you layer in variable pay, equity if applicable, and benefits. The structure should be documented, defensible to employees who ask, and reviewed at least annually as you scale.

What should be in an employee handbook for a Singapore SME?

A Singapore employee handbook should cover: company values and code of conduct, leave policies (annual, sick, maternity/paternity, childcare), working hours and overtime, disciplinary and grievance procedures, data protection obligations under the PDPA, IT and communications policies, and termination procedures. It should be reviewed against the Employment Act to ensure nothing contradicts statutory minimums, and updated whenever relevant legislation changes.

Can you help with retrenchment and workforce restructuring?

Yes. We assist with the full retrenchment process — from assessing legal obligations and drafting retrenchment notices, to calculating severance, handling MOM notification requirements, and managing employee communications. We also advise on the Tripartite Advisory on Managing Excess Manpower, which sets out best practices Singapore employers are expected to follow. Retrenchment handled poorly creates significant legal and reputational risk; handled well, it protects the business and treats departing employees with dignity.

Legal

What contracts does a Singapore startup need before hiring its first employee?

Before hiring, a Singapore startup needs at minimum: an employment contract or offer letter setting out key employment terms (legally required under the Employment Act for most employees), a confidentiality and IP assignment agreement, and optionally a non-solicitation clause. If the hire is a co-founder or senior leader, a shareholder agreement and director's service agreement may also be needed. Getting these right from the start prevents costly disputes later.

What should a Singapore employment contract include?

Under the Employment Act, Key Employment Terms (KETs) must be provided in writing and include: job title and scope, start date, working hours, salary and payment frequency, leave entitlements, notice period, and any other terms required by law. Best practice is to also include probation terms, performance expectations, confidentiality obligations, and termination grounds. Contracts should be signed before the employee's first day.

What is the difference between an NDA and a non-compete clause in Singapore?

An NDA (Non-Disclosure Agreement) prevents a party from sharing confidential information — it is widely enforceable in Singapore and appropriate for protecting trade secrets, client data, and proprietary processes. A non-compete clause restricts a former employee from working for competitors for a defined period after leaving — these are enforceable in Singapore only if they are reasonable in scope, geography, and duration, and protect a legitimate business interest. Non-competes that are overly broad are routinely struck down by Singapore courts.

Are non-compete clauses enforceable in Singapore?

Non-compete clauses are enforceable in Singapore, but only if they satisfy the test of reasonableness under common law. The clause must protect a legitimate proprietary interest (not just prevent competition), be limited to a reasonable duration (typically 6–12 months), cover a reasonable geographic scope, and be proportionate to the employee's seniority and access to sensitive information. Blanket non-competes applied to all employees regardless of role are unlikely to hold up in court.

What do I need to know before terminating an employee in Singapore?

Before terminating an employee, confirm whether the termination is with or without cause — this determines notice obligations and exposure to wrongful dismissal claims. Ensure you have documentation supporting the termination (written warnings, PIPs, or a clear redundancy rationale). Provide the correct notice period or pay in lieu of it. For employees covered by the Employment Act, wrongful dismissal claims can be filed within one month of termination, so process matters as much as the decision itself.

What is a shareholder agreement and does my SME need one?

A shareholder agreement is a private contract between the shareholders of a company that governs ownership rights, decision-making, dividend policy, transfer of shares, and what happens if a shareholder exits or disputes arise. It operates alongside the company constitution but provides more detailed and flexible protections. Any SME with more than one shareholder should have one — without it, disputes default to the Companies Act, which rarely reflects what the founders actually intended.

How do I protect my company's intellectual property in Singapore?

IP protection in Singapore depends on the type of asset: copyright arises automatically for creative works; trademarks must be registered with IPOS for strong legal protection; patents require a formal application for inventions. For employees and contractors, IP assignment clauses in contracts are critical — without them, ownership of work created may default to the individual, not the company. We advise on IP clauses in employment and contractor agreements and can refer trademark and patent work to specialist IP counsel.

What employment laws apply to foreign employees in Singapore?

Foreign employees in Singapore are subject to the Employment Act if they hold Employment Passes (EPs) or S Passes, but are exempt from certain provisions such as paid public holidays and overtime protections that apply only to lower-income workers. All foreign hires require a valid work pass from MOM before commencing work. Employers are responsible for pass applications, levies (for S Pass and Work Permit holders), and repatriation costs upon termination. The Employment of Foreign Manpower Act sets out additional obligations and penalties for non-compliance.

Corporate Secretarial

Does every Singapore company need a corporate secretary?

Yes. Under Section 171 of the Singapore Companies Act, every company must appoint at least one corporate secretary within 6 months of incorporation. The secretary must be a natural person who is ordinarily resident in Singapore. Failure to appoint one is a breach of the Companies Act and can result in penalties for the company and its directors.

What does a corporate secretary do in Singapore?

A corporate secretary in Singapore is responsible for ensuring the company complies with the Companies Act and ACRA requirements. Core duties include maintaining statutory registers, filing annual returns, preparing board and shareholder meeting minutes, managing share transactions, and keeping the company's registered particulars up to date with ACRA. They are the link between the company's directors and Singapore's regulatory framework.

What happens if my company doesn't have a corporate secretary?

Operating without a corporate secretary is an offence under the Companies Act. The company and its officers can be fined, and ACRA may flag the company for non-compliance. Beyond the legal penalty, the absence of a secretary creates practical problems: unsigned minutes, unfiled annual returns, and lapsed statutory deadlines — all of which compound into larger compliance issues over time.

What is required for an Annual General Meeting (AGM) in Singapore?

Private companies in Singapore are generally exempt from holding AGMs if they send financial statements to shareholders within 5 months of the financial year end. If an AGM is required (e.g., a shareholder requests one), it must be held within 6 months of the financial year end. The corporate secretary prepares the notice of AGM, the agenda, and the minutes. Annual returns must be filed with ACRA within 7 months of the financial year end for companies not holding AGMs.

What is the difference between a corporate secretary and a company director?

A director is responsible for the strategic governance and management of the company and owes fiduciary duties to it. A corporate secretary is responsible for administrative and regulatory compliance — maintaining records, filing documents, and ensuring the company meets its statutory obligations. The roles are distinct: the same person cannot be the sole director and the sole secretary of a company. Directors make decisions; the corporate secretary ensures those decisions are properly documented and reported.

When do I need to file with ACRA?

Key ACRA filing deadlines for Singapore companies include: annual return (within 7 months of financial year end for non-AGM companies), changes to directors/shareholders/registered address (within 14 days of the change), and changes to the company constitution (within 14 days). Late filings attract penalties. Your corporate secretary should be tracking these deadlines proactively on your behalf.

Can a director also be the corporate secretary of their own company?

No. Under the Singapore Companies Act, a sole director cannot also serve as the corporate secretary of the same company. If a company has two or more directors, one of them may act as secretary — but in practice, most companies appoint a separate professional secretary to ensure compliance and independence. Using a professional corporate secretarial service also ensures continuity if a director leaves.

Learning & Development

What is the difference between executive coaching and leadership training?

Executive coaching is a one-on-one, confidential process where a coach works with an individual leader to develop specific capabilities, shift behaviours, or navigate a particular challenge — it is personalised and ongoing. Leadership training is typically delivered to a group, covers defined content or frameworks, and is structured around learning objectives. Both are valuable; coaching tends to drive deeper individual change, while training builds common language and capability across a team.

How do I upskill my managers without sending them on expensive courses?

The most effective manager development happens on the job, not in classrooms. Structured peer learning, facilitated retrospectives, coaching conversations with a senior leader, and targeted short workshops on specific skills (giving feedback, running 1:1s, managing performance) deliver more sustained change than off-the-shelf courses. We design learning interventions that fit around your team's work — not the other way around.

What is DEI training and does my Singapore company need it?

DEI (Diversity, Equity, and Inclusion) training builds awareness of bias, equips teams to create fairer processes, and fosters a culture where different perspectives are valued. Singapore's Tripartite Guidelines on Fair Employment Practices (TAFEP) require employers to adopt fair, merit-based hiring and management practices — DEI training supports this obligation and reduces the risk of discrimination complaints. Beyond compliance, inclusive teams are demonstrably more innovative and better at retaining talent.

How do I design a learning and development program for a small team?

Start with a needs analysis: identify the skill gaps that are actually limiting your team's performance, not just what's popular or available. Prioritise two or three high-impact areas rather than broad coverage. Choose formats that fit your team's constraints — short workshops, peer learning, or coaching are often more effective than multi-day programmes for SMEs. Build in time for reflection and application, and measure behaviour change, not just satisfaction scores.

What leadership skills do first-time managers in Singapore need most?

First-time managers most commonly struggle with: having direct feedback conversations, transitioning from doing to enabling (letting go of individual contributor habits), managing former peers, and running effective one-on-ones. In the Singapore context, where many managers come from high-performing individual contributor backgrounds and where hierarchy can discourage open dialogue, building psychological safety and coaching skills are especially high-impact. We design programmes specifically for this transition point.