HR Advisory & Consulting

We help businesses connect to their people and to things
that matter most to them.

Our HR Advisory and Consulting services focuses on enabling startups, small and medium enterprises succeed.

We bring deep HR functional expertise and are known for our holistic approach. Our collaborative model helps enterprises scale up their business outcomes to have lasting results. We create synergies by bringing together diverse group of professionals who bring with them the expertise to unlock insights and enable organizations have the courage to shape their future.

Our tailored approach gives you the flexibility to engage with us on specific HR projects, HR transformation services for the entire suite of HR functions on the BOT (Build, Operate and Transfer) model and through retainerships. Our deep knowledge of the subject and industry best practices across the disciplines of HR offers you the best experience while saving you time, money and resources.

Organization Strategy and Design

When it comes to organizational strategy, its success is all about, rethinking, redesign and review. We help you make changes by building organizational structures, culture, processes and systems that you need to make your strategy work. We approach it with data, insights and tried & tested methodologies. Here is how we can help:

Strategy Design – Design and drive Annual Operating Plans, reviews and People Strategy to drive a competitive advantage.
Organization Design – Design jobs, define and map competencies, identify levels and realign structures to drive strategy.
Diversity and Inclusion – Design, communicate and adopt the organization's D&I agenda to drive diverse and inclusive opportunities.
Organization Culture – Transform the culture of the organization by defining its Vison, Mission, Values and provide support in managing the change and communication.

Leadership Development and Coaching

Success of any organization rests on its leaders. Their influence in enhancing team experience, emotional and social maturity while taking decisions, and resilience in times of change would be a decisive factor to steer the organization towards growth. Our diagnostic process of identifying, grooming and coaching leaders and enhancing their skills would help in making them be future ready. Here is how we can help:

Assessment Centers – Curated assessment methods in identifying leadership potential to improve the success rate of the candidate in the leadership position.
Leadership Reviews and Succession – Implement Talent Reviews and Talent Audits to understand the readiness of leaders for career transitions and growth to enable organization expansions and mitigate leadership risks.
Leadership Development Programs – Deploy uniquely designed programs that enable your leaders to embrace complexity and thrive in an everchanging environment. Our focus would be in creating resilient leaders driven by intrinsic motivation.
Coaching - Design coaching contracts focused on building individual capabilities aligned towards responding to the challenges of the present and on transforming the organization for the future.

Talent Management

Organizations need to manage a diverse, productive and engaged workforce that drives business results. Managing talent by focusing on the triple RRR’s is pertinent. We bring an understanding of this need in defining, designing, delivering programs and processes focused on Retention, Recognition and Renumeration (RRR). Here is how we can help:

Performance Management – Support you in developing policies and processes built towards encouraging a culture of transparency, inclusivity, trust, meritocracy and innovation. Develop workflows to encourage decision making and speed to closure.
Compensation and Benefits – Build relevant and competitive structures to attract and retain the best talent. Conduct external market benchmarks and internal surveys to assess success of implementation.
Rewards and Recognition – Design a holistic R&R program inclusive of culture, values and business priorities, supporting employees to thrive and be engaged.
Career Progression – Build structures to enable an environment of career building and career pathways to encourage growth and development.

Talent Development

Talent development facilitates employee growth and harnesses an individual’s potential to further organizational outcomes and goals, leading to success. We recognize that employee learning is an integrated and holistic process. Hence, our interventions include an understanding and approach that suits the need of the organization and its employees. Here is how we can help:

Need Analysis – Organize and engage in a diagnostic approach of understanding the development interventions that would support in achieving organization success while impacting and developing the employees positively.
Training programs – Support you in designing and implementing programs on behavioral skills, team skills, leadership skils and in assessing the success of the intervention. We also deliver programs that encourage employees to explore the dimensions of mindfulness.
Fresher Induction – Build and deliver programs to enable a smooth and swift transition from a student to a working professional.
New Hire Induction – Design and implement programs to support a new hire in getting to know the organization and in reducing the time to familiarize and deliver.

Talent Engagement

The way we do business is changing every day. This is influencing the way we interact, engage, influence and work with one another. An engaged employee plays a pivotal role in driving organizational outcomes. We combine the capabilities of understanding the market and organizational need to build programs towards creating a thriving environment for a highly engaged employee. Here is how we can help:

Engagement Surveys – Define, design, communicate, conduct and analyze surveys to listen to the voice of the employees and build interventions on change.
Employee Communication – Develop frameworks to support timely communication and interaction of employees on various aspects within the organization across all levels.
Employee Engagement and Experience – Design interactive programs on the identified areas of focus to better the teams and organizations working environment.
Exit Management – Define and design processes that are diagnostic and mitigates organizational risks.

Talent Acquisition

Organizations are re-inventing and restructuring themselves constantly to stay relevent in an everchanging market. This is being resonated in the way organizations are looking at acquiring talent and contracting with them. Today organizations are paying a much larger focus on the development and deployment of their Talent Acquisition (TA) strategy, policy design, automation, candidate experience and internal processes. Talent Acquisition is no longer only about finding the right candidate. Here is how we can help:

Talent Acquisition Strategy – Align TA strategy to the organization strategy and break them into deliverables. Expand talent acquisition both internally and externally. Adopt automation to bring speed and agility to the process. Design and deploy campus hiring. Develop and train stakeholders in creating a positive candidate experience and become a brand ambassador.
Policies and Process – Develop a brand image to attract the best talent. Design and deploy a holistic process inclusive of review mechanisms, analytics and reporting across the Talent Acquisition life cycle. Develop policies and programs to include employees participation in the process.
Interview Process – Design and deploy an interview process focused on structure and candidate experience.
Onboarding Process – Design and deploy a candidate experience program post offer letter acceptance, where the candidate gets acclimatized and builds a relationship with the organization even before joining.

HR Policies and Audits

To enable an organizations focus on business, its important to ensure that the organization has robust, complaint and benchmarked HR policies & process. Auditing policies and processes often helps in maturing HR practices and in the due course correcting them. While all our HR offerings do include developing processes, reports and audits, there are a few outside the purview that we would like to share. Here is how we can help:

Mode of Engagement

Retainerships

This arrangement would support leaders in startups, entrepreneurial ventures and organizations that are building HR teams and would want to engage with experienced external HR consultants as advisory until they do so.

We bring the benefit of seasoned and experience HR leadership to you in a manner which otherwise would have been an expensive hire for you in the organization. You can engage with us on a retainership contract on a time / fee basis.

Projects

With the increasing need to catch up to speed with market changes, engaging with external consultants for projects is helping organizations enable their HR teams to focus on what is important for the business and in keeping the function agile.

We bring to you a synergistic approach of our expertise in the subject matter and your understanding of the business and its ethos throughout the entire life cycle of the project to ensure tailor-made solutions. You can engage with us on projects on a scope of work / fee basis.

Build Operate and Transfer (BOT) Model

Building a team requires investment of time and resources. Organizations that are accelerating growth and are having a crunch on time to invest in building a HR team can look at our BOT model to support them in establishing their HR function.

With the understanding of your business and its pace of growth, we will support you in building a team and in helping them mature in your organization. We would engage in drafting and implementing policies, processes and systems with the contractually stipulated intent of transferring the operation to the organization as a captive center.