We become
your HR function.
Policy design through day-to-day operations — we stand up and run a complete HR function for your business. One named HR consultant. No headcount required on your side.
Full-cycle HR.
Six service areas delivered by a named HR consultant — from employment contracts to performance frameworks.
Policy Design & Handbook
Employment contracts, HR policies, employee handbook, and all documentation built to local legal standard from day one.
Ongoing HR Operations
Day-to-day HR management — employee relations, query handling, disciplinary processes, and compliance monitoring.
Payroll & Benefits
End-to-end payroll processing, statutory compliance, and benefits administration. First payroll run within 90 days.
Performance Management
Competency framework design, appraisal process, 360° feedback systems, and KPI framework tailored to your business.
Learning & Development
Training needs analysis, programme design and delivery, and leadership development — from induction through senior capability building.
Cross-border Compliance
Labour law, statutory filings, and regulatory compliance across India, UAE, and Vietnam — managed by in-market specialists.
Built for growing businesses.
Businesses at the inflection point — where HR needs to become a proper function, not a collection of spreadsheets.
Series B–D
Hiring fast with no HR function in place.
No contracts, no policies, no payroll process — just a growing headcount and mounting compliance risk. We stand up the full HR infrastructure in 90 days, so you can focus on growth without the legal exposure.
Market entry
Setting up in India or UAE for the first time.
No in-market HR expertise, compliance unknown, payroll yet to be configured. We provide the local regulatory knowledge and operational infrastructure your head office doesn't have — entity-ready in weeks.
Post-acquisition
Legacy HR that doesn't fit the new ownership model.
Multiple inherited systems, inconsistent policies across entities, no unified performance framework. We audit, standardize, and rebuild — giving investors the HR infrastructure the business needs to scale to exit.
Multi-entity
200+ employees, inconsistent HR across the group.
Disparate employment contracts, uneven compliance, no group-wide L&D programme. We deliver a harmonized HR framework across all entities — one policy standard, one consultant relationship, one reporting line.
Month by month.
Four phases from kickoff to ongoing operations — defined deliverables at every stage, one named consultant throughout.
Kickoff & Audit
Weeks 1–2We audit your current HR state, identify compliance gaps, align with stakeholders, and agree scope and milestones with your named consultant.
Design & Setup
Weeks 2–6Policy design, employment contracts, employee handbook, HRMS system configuration, and payroll setup — built to local legal standard.
Stand-up & Go-live
Month 2–3Policies published, systems live, team trained, first payroll processed. Your HR function is operational and owned — 90 days from kickoff.
Ongoing Operations
Month 3 onwardsMonthly HR cycle management, employee relations, compliance filings, performance processes, and strategic HR support as your headcount scales.
Why not hire in-house?
An internal HR function takes 6–12 months and a full headcount investment. We're operational in 90 days.
The typical path.
6–12 months to operational
Hiring an HR head, then building the team and infrastructure. Compliance risks accumulate in the gap.
Full FTE cost from day one
Salary, benefits, equipment, and management overhead — before you have a policy or a payroll process.
Single jurisdiction expertise
One HR head typically knows one market. Cross-border needs require additional hires or expensive advisors.
L&D requires separate investment
Training and development programmes need a specialist — another hire, another cost centre.
No cover for absence or attrition
When your HR head leaves, everything stops. Rehiring takes months and disrupts the entire HR function.
A different way.
Operational in 90 days
Full HR function live — policies, payroll, compliance — before most businesses have finished their hiring process.
Predictable monthly retainer
One fee covers the full scope. Scales with your headcount. No hidden costs, no benefit overheads.
Three jurisdictions from day one
India, UAE, and Vietnam covered by in-market specialists — coordinated centrally through your named consultant.
L&D included in scope
Training needs analysis, programme design and delivery — included as a service area, not an add-on budget line.
Named consultant plus backup team
Your consultant is always available — and backed by a team. Continuity is built into the model, not left to chance.
The operating rhythm.
A structured weekly, monthly, quarterly and annual cycle — so nothing falls through the gaps.