Fractional HR leadership
Senior HR guidance and hands-on operating support on an agreed recurring schedule, without necessarily employing a full-time HR head.
INDEPENDENT HR CONSULTING
Complete HR capability. Flexible engagement.
Practical, business-aligned support from an experienced HR leader — whether your organisation needs to establish its HR function, stabilise operations or deliver a transformation project.
WHAT I CAN SUPPORT
The entire employee lifecycle. Connected.
Choose a specific project or discuss wider responsibility for HR operations. Each engagement is scoped to business needs, actual capacity and relevant regulatory requirements.
01 / HR FOUNDATIONS
HR setup, strategy & policy
HR function design, people processes, role responsibilities, employee handbooks, SOPs, joining documents, approval frameworks and policy implementation.
02 / WORKFORCE
Manpower planning & recruitment
Workforce requirements, JDs, sourcing and screening, interview coordination, department-head hiring, compensation discussions, offer management and onboarding.
03 / PEOPLE OPERATIONS
Complete employee lifecycle
Employee master records, onboarding, attendance, leave, confirmations, transfers, promotions, HR administration, exits and full-and-final coordination.
04 / PAY & BENEFITS
Payroll & compensation operations
Payroll inputs, salary structures, deductions, validation, reconciliation, employee benefits, performance-linked increments, variable pay and F&F processing.
05 / RISK & GOVERNANCE
Statutory compliance support
PF, ESIC, PT, Shops & Establishments, contractor documentation, Principal Employer requirements, renewals, coordination and audit readiness.
06 / PERFORMANCE
PMS, KRAs & KPIs
Performance frameworks, appraisal cycles, goal clarity, manager education, performance conversations, reporting and implementation support.
07 / EMPLOYEE EXPERIENCE
Employee relations & engagement
Grievance resolution, workplace communication, practical engagement initiatives, retention discussions, policy awareness and POSH governance coordination.
08 / TECHNOLOGY
HRIS implementation & change
Needs assessment, HR workflow mapping, system evaluation, training, adoption, attendance-payroll integration and post-launch process improvement.
09 / BUSINESS INFORMATION
HR MIS & people analytics
Workforce movement, headcount, attendance, attrition, recruitment, payroll and compliance reporting to support informed management discussions.
10 / OPERATING DISCIPLINE
Contract workforce & audits
Vendor coordination, statutory documents, attendance/wage verification, contractor controls and HR/vendor audit support.
For specialist investigations, legal opinions, litigation or formal third-party certifications, qualified professionals may be needed. Scope is discussed before any engagement.
WAYS TO ENGAGE
Right-sized support for your business stage.
End-to-end HR operations
Set up or strengthen the HR process backbone and provide practical coordination and delivery across agreed HR functions.
Project-based transformation
Focused support for HRIS rollout, payroll improvements, PMS design, recruitment workflows, compliance process reviews or policy implementation.
MY APPROACH
Understand. Design. Implement. Sustain.
Every assignment begins with a review of the business context, existing workflows, stakeholders and compliance responsibilities. The objective is a practical HR solution — with clear ownership, measurable delivery and processes employees and managers can use.
Services are subject to scope, location, availability, access to relevant information and mutually agreed commercial terms.
Discuss your HR requirement ↗