Engagements are project-based · Quotation issued after email scoping hello@jassyhrfirewall.com
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Prevention & Strategy Partner

HR advisory for the moments when doing the right thing isn’t the same as looking right.

Three engagement formats covering the situations Malaysian employers tend to discover late — when the audit is already booked, the dismissal is already contested, or the HR function has outgrown what a junior team can carry. We work alongside your in-house team and your appointed counsel, not in their place.

Section 01 · Engagement Formats

Three formats. Each scoped against your situation, not a template.

Every engagement opens with a written scope based on your email enquiry. No call required, no template proposal, no surprises at invoice time.

01

HR Infrastructure Audit

FormatProject
Typical duration8 – 12 weeks
DeliverableBoard-grade file
Best forPre-IPO · M&A diligence

An end-to-end review of your HR architecture against Malaysian statutory baseline. We work through contracts, the employee handbook, payroll, statutory contributions, leave administration, disciplinary records, and the operating policies that sit underneath them. The deliverable is a prioritised remediation roadmap your board can sign off on, with each finding tied to the specific statute or regulation it relates to.

What the audit examines

  • Employment contracts: scope, EA 1955 compliance, restrictive covenants
  • Handbook: alignment with current amendments (EA 2022, PDPA 2024, OSHA 2022)
  • Payroll: EPF, SOCSO, EIS, PCB, statutory timing and documentation
  • Disciplinary records: show-cause, warning letters, domestic inquiry files
  • Leave administration: accruals, encashment, hospitalisation interplay
  • OSH posture: coordinator appointment, committee minutes, incident files
02

Dismissal & Inquiry Defence Preparation

FormatProject
Typical durationCase-dependent
DeliverableIR Court-ready file
Best forActive or contested matters

Pre-Industrial Court file preparation for matters already moving — show-cause issued, domestic inquiry called, or s.20 representation served. We work alongside your appointed labour counsel to build the procedural fairness record: chronology, evidence ordering, witness statements, contemporaneous documentation. The objective is that when counsel cross-examines, the file already supports the position.

Typical activities

  • Procedural audit of the disciplinary process to date
  • Chronology reconstruction with documentary anchors
  • Witness preparation (factual recall, not coaching)
  • Domestic inquiry panel briefing and minutes review
  • Liaison with appointed counsel on documentary strategy
  • Post-award lessons review and policy uplift
03

Fractional HR Director

FormatMonthly retainer
Typical durationOpen-ended
DeliverableSenior HR oversight
Best forSME & scale-ups, 25 – 250 staff

A monthly retainer for organisations that need senior HR judgement without a full-time hire at that level. The role covers policy ownership, board reporting, escalation handling, and the day-to-day decisions that shouldn’t be left to a junior HR Executive. Engagement intensity is set against your operating tempo — typically 2 to 5 days a month.

What the retainer includes

  • Monthly HR board pack with risk dashboard
  • Policy review and refresh cycle
  • Crisis-level decisions: dismissal, harassment, whistleblowing
  • External liaison: HRD Corp, JTK, KWSP, PERKESO
  • Mentoring for your in-house HR Executive
  • Escalation hotline for time-sensitive matters
Section 02 · How an Engagement Works

From first email to signed proposal in five working days.

No discovery calls, no template pitches, no time wasted figuring out whether we’re a fit. The process is intentionally written-first.

01

Email enquiry

Write to hello@jassyhrfirewall.com with the situation, your headcount, and any active timeline. As much detail as you can share.

Day 0
02

Written scope

You receive a written scoping note within 2 working days, identifying the engagement format, the key questions to answer, and likely deliverables.

Day 1 – 2
03

Proposal & quote

If the scoping note resonates, a full proposal is issued with fixed deliverables, milestones and quoted fees. Reviewed by you at your pace.

Day 3 – 5
04

Delivery begins

On signature and 50% mobilisation invoice, work begins. Weekly progress updates by email; monthly review checkpoints by video.

Week 2 onwards
Section 03 · Typical Outcomes

What clients describe after the engagement closes.

Indicative outcomes from past engagements. Detail is generalised for confidentiality.

90 days

From audit to remediation

Average time from audit close to substantive remediation completion — closing the gap before the diligence window opens.

28%

Average IR award reduction

Across files where defence preparation began before the s.20 representation hearing rather than after.

3 yrs

Average retainer length

Of fractional HR Director engagements that begin as a 6-month scope and continue as the organisation grows past 50 employees.

Section 04 · Questions Clients Ask First

What employers want to know before they engage.

We do not practise law and we do not provide legal advice. We are an HR strategy and infrastructure partner — we build the documents, processes, files and procedures that an employer needs to keep its compliance and risk posture defensible. When a matter requires advocacy or formal legal advice, we work alongside your appointed counsel.
Two reasons. First, written intake creates a paper trail of scope from the outset — there are no misunderstandings about what was discussed verbally. Second, it filters for engagements where the client is clear enough on their situation to articulate it in writing. Both protect the quality of the eventual delivery.
Project engagements are fixed-fee, milestone-billed. The fractional HR Director retainer is a fixed monthly rate against a defined scope. Hourly billing is reserved for ad-hoc escalations within an active retainer. We do not bill on time.
Training components within an engagement (workshops, awareness sessions, compliance training) are HRD Corp claimable subject to scheme eligibility. Project advisory work itself is not claimable, but we structure engagements to maximise the claimable training portion where it applies.
Yes. A significant portion of advisory work is for foreign-headquartered groups with Malaysian operating entities, where the HR posture in Malaysia diverges from group standards. We translate group policies into a Malaysian-compliant operating layer, and explain the divergence to group HR in terms they can defend internally.
Yes — engagements below RM 25,000 are usually better served by attending a workshop or buying the HR Essential Templates pack. We do not take on advisory engagements that don’t allow enough time to do the work properly.
Engagement intake

The first email is short. The second is the proposal.

Write to Jassy with the situation, your headcount, and any active timelines. A scoping note arrives within 2 working days; a full proposal within 5. No call required.

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