Compliance is somebody's side job
PF, ESIC, POSH and registrations sit with whoever has time. Nobody owns the calendar, so gaps only surface when a notice arrives.
12-month HR transformation roadmap
We don't just advise.
We build.
A structured, twelve month engagement that takes your HR from whatever it is today to a fully functional, documented, self running function. Then we hand it over and leave.
Book a free 30-minute consultation See the four phases
- 12months
- Fixed engagement, not open ended
- 4phases
- Each one ends in a handover
- 35+
- Documents and systems you keep
- 7areas
- Every part of HR, nothing skipped
The problem
Why most growing businesses
struggle with HR
Not because the people are bad at their jobs. Because nobody was ever given the time to build the system underneath them.
Hiring depends on who is interviewing
Two managers interview the same candidate and reach opposite conclusions, because there is no scorecard and no agreed bar.
The founder is still the HR department
Every escalation, every exit, every salary conversation routes back to one or two people. That does not scale past about eighty employees.
Nobody knows what good performance is
Without KRAs, appraisals become an argument about effort. Good performers leave first, because they are the ones with options.
The knowledge walks out with people
Processes live in inboxes and in the heads of long tenured staff. When they resign, the process resigns with them.
Systems get bought, then abandoned
An HRMS is purchased, half configured, and quietly replaced by the old spreadsheet within a quarter. The tool was never the problem.
The approach
Not advisory.
Actual delivery.
Most consultants give you a report and an invoice. We implement the system, train your people on it, and then get out of the way.
Diagnose first
Two weeks inside your business before we propose anything. We read your contracts, sit in on interviews and talk to people who are not in management.
Build in phases
Four phases, each ending in something you can use on the Monday after. No twelve month wait for a deliverable.
Hand over and leave
The engagement is designed to end. By month twelve your team runs it without us, or we have not done the job.
The work
Four phases.
One transformation.
Each phase ends in something working, not something written. Here is exactly what gets built and when.
Phase 1
Build the foundation
Close the exposure first. Everything here protects the business before it improves it.
- Statutory audit: PF, ESIC, gratuity, bonus and minimum wages
- Shops and establishment or factory registration brought current
- Employment contracts and NDAs redrafted and signed across the company
- POSH committee constituted, members trained, register in place
- Payroll inputs and attendance moved onto one system of record
- HR compliance calendar with named owners and due dates
Phase 2
Build the systems
Turn the informal habits into processes that work the same way whoever is running them.
- Structured interview kits and scorecards for every open role
- Offer, onboarding and background verification process documented end to end
- HRMS selected, configured and populated with real data
- Employee self service for leave, attendance and payslips
- KRAs and KPIs written for every role, agreed with the people doing the job
- Leave, travel, expense and grievance policies published
Phase 3
Strengthen and prepare for handover
Move from process to practice. This is where the culture work belongs, once the plumbing holds.
- First full appraisal cycle run end to end, with us in the room
- Increment and promotion policy tied to the KRA data
- Manager training: feedback, difficult conversations, interviewing
- Recognition and rewards programme designed and launched
- Anonymous feedback survey and first eNPS baseline
- Exit interview process, with findings reported to leadership
Phase 4
Handover and HR on autopilot
We step back deliberately. If the function only works while we are here, it does not work.
- HR dashboard reporting on attrition, hiring, cost and compliance
- Succession plan for every business critical role
- Internal HR team hired or upskilled to run the function
- Full SOP library and document repository handed to your team
- Ninety day post exit support, then a clean stop
- Final audit against the same check you started with
What you get
Everything included.
Nothing left out.
Every item below is handed over as a working artefact, in your systems, under your ownership. There is no separate licence and no ongoing fee.
Compliance calendar
Every statutory due date for the year with an owner against each one.
Contract templates
Employment, NDA, consultant and intern agreements, reviewed by counsel.
Interview kits
Role specific question sets and scorecards your managers actually use.
Onboarding pack
Day one to day ninety, with checklists for HR, IT and the reporting manager.
KRA library
Written for every role in your org chart, not a generic template set.
HRMS configuration
Selected, negotiated, configured and loaded with your real data.
Engagement programme
Recognition, wellness and survey cadence, with the first year planned.
SOP library
Every HR process written down in language your team will actually read.
Final health check
The same assessment you took, re-run, so the improvement is measurable.
The outcome
What changes after
12 months
Measured against the same health check you started with, so the improvement is a number rather than an opinion.
- 35+
- Documents, policies and systems handed over
- 10hrs
- Of founder time returned each week, on average
- 0
- Open statutory gaps at the final audit
- 61+
- Health check score, the nomination threshold
Why us
What makes our approach
different
Fixed
A fixed end date
Twelve months, then we are gone. Retainers that never end are a business model, not a service.
On site
In your office
Not a deck delivered over video. We sit with your managers while they run the first appraisal cycle.
Yours
You own everything
Every document, template and system configuration is yours, in your accounts, from the day it is built.
Measured
Scored at both ends
You start with a health check score and finish with one. The difference is the deliverable.
Coverage
All 7 HR areas.
No gaps left.
The same areas the health check scores. Each one has a named build and a month it lands in.
| HR area | What we build | When |
|---|---|---|
| Legal and compliance | Statutory audit, registrations, POSH, contracts, compliance calendar | Months 1 to 3 |
| Recruitment | Interview kits, scorecards, background verification, offer process | Months 4 to 6 |
| Onboarding and exit | Day one to ninety plan, exit interviews, full and final process | Months 4 to 9 |
| Performance and growth | KRAs, appraisal cycle, increment policy, manager training | Months 7 to 9 |
| Employee experience | Recognition, wellness, anonymous feedback, eNPS baseline | Months 7 to 9 |
| HR technology | HRMS selection and rollout, self service, attendance, dashboard | Months 4 to 12 |
| Documentation and SOPs | Policy set, org chart, SOP library, central repository | Months 10 to 12 |
How it runs
Structured. Transparent.
Always on track.
-
01
Health check and scoping
You take the free check. We read the result, then spend two weeks inside the business before quoting anything.
-
02
Written scope and pricing
A fixed scope with phase dates, named deliverables and a fixed fee. No hourly billing and no scope creep clause.
-
03
Fortnightly delivery reviews
Every two weeks, a working session with what shipped, what is next, and what is blocked. Fifteen minutes, not a status deck.
-
04
Quarterly steering review
Once a quarter with leadership: the numbers, the risks we found, and anything that should change in the plan.
-
05
Handover and final audit
Your team runs the function for the last sixty days while we watch. Then the final score, and we stop.
How we work
How we show up for
every engagement
We tell you what is broken
Including the parts that are awkward, and including the ones caused by leadership rather than HR.
Everything is documented
If it only exists in a conversation, it does not exist. Every decision lands in writing.
Your team does the work too
We build alongside your people, not instead of them. Otherwise nothing survives our exit.
No surprise invoices
Fixed fee, fixed scope. If the scope genuinely changes, we agree it in writing before any work starts.
We say no to bad ideas
Including yours, and including ours from three months earlier when the evidence has moved on.
The engagement ends
Month twelve is a real end date. Continuing past it is a failure of the handover, not an upsell.
Ready to build HR that runs itself?
Start with the free health check if you have not taken it. It takes about five minutes and tells us where you actually are, which makes the first conversation a useful one.
Book a free 30-minute consultation Take the HR health check
Nomination for recognition opens at a score of 61 out of 100.