Part 3: Data Protection Officer (DPO) - The Elusive Unicorn

June 11, 2025 | Written by Freddy Loo

Why hiring a a DPO is harder than you think?

Let's be candid about the Data Protection Officer (DPO) role. The expectation is sky-high.

You're not just hiring a compliance manager. You're looking for a unicorn: an expert with a sophisticated blend of legal acumen, deep data and technical knowledge, and sharp industry insight. On top of that, they need masterful stakeholder and change management skills to drive privacy initiatives across the entire organization.

And here's the kicker: this is often an Individual Contributor role, not a people manager. You need a senior-level strategist who is also willing and able to execute hands-on.

Finding this combination of skills in one person is not only extremely hard, but it can also be incredibly expensive (and even harder to retain!)

So, how do you solve this dilemma without compromising on compliance or quality?

One of the idea I have is to partner with a fractional DPO. This isn't just about outsourcing a role; it's about collaboratively building your organization's data protection controls and capabilities with a seasoned expert.

The advantages are clear:

Cost-Effective: Access top-tier DPO talent and experience without the expense and commitment of a full-time senior executive hire.

Specialised Expertise: Gain immediate access to a dedicated professional with broad experience across various industries and complex compliance challenges.

Built-in Independence: An external DPO provides the unbiased, conflict-free oversight that is a cornerstone of data protection principles.

On-Demand Scalability: Flex your DPO support up or down based on your projects, risk level, and organizational needs.

This model allows you to meet the high bar set by regulations like the PDPA in a way that is both strategic and sustainable.

My question to you is: As you plan for the future of data privacy, how is your organization thinking about bridging the gap between compliance requirements and the reality of the talent market? Would this work?