New Delhi · India, the Gulf & online worldwide
24 years in HR and business operations — across manufacturing, solar EPC, cable and media, IT and ITeS, BPO and law firms. I have set up the people function from a blank sheet, hired over a thousand people, and represented management in Labour Court.
Today I do that work as an advisor: fractional CHRO retainers, POSH compliance, labour law, and HR built properly from scratch.
The record so far
Three things companies call me for first.
There is a longer list below, but most engagements begin with one of these — and they are the three where 24 years makes the clearest difference.
Internal Committee constitution, external member appointment, training and annual filings under the POSH Act, 2013.
→CHRO-grade judgement on a part-time retainer, for companies that need the thinking without the salary.
→The complete people infrastructure — policies, letters, onboarding, payroll structure and compliance — built once, properly.
→Also available
Industry knowledge you cannot acquire from a briefing.
Plant HR is not office HR. EPC workforce planning is not annual manpower planning. A law firm is not a corporate with different furniture. Every sector below is one I have worked in directly.
Built, fixed and defended.
Engagements are described by sector rather than named, which is normal practice. Client references are available on request.
Cable manufacturing — hi-tension & optical fibre
A functioning training and organisation development function established from scratch at greenfield stage, with the structure — manual, calendar, budget, trainer pool — in place to run without external dependence.
IT / ITeS
A measured, systematised recruitment process with an in-house management system and a metric set that made pipeline health visible to the business.
Cable & MSO — signal transmission
A consistent, compliant HR and administration operation across a fifty-branch multi-location network, with facilities management for over fifty thousand square feet.
Legal / professional services
A functioning HR function within a law firm, covering manpower planning, recruitment and the full employee lifecycle.
The India expertise your company is missing.
If you are hiring in India from the US, the UK, Europe, the Gulf or Singapore, almost nothing transfers from your home jurisdiction. Salary is structured differently, statutory registrations trigger at thresholds you will not expect, and your employment contract will not do what you think it does here.
I advise on Indian employment practice — not on yours. You have counsel at home. What most companies lack is the India-side equivalent, and all of it can be delivered online.
Across India
Tell me what is going wrong. I will tell you whether I am the right person to fix it.
Most useful first conversations are twenty minutes and cost nothing. If the work is not something I am genuinely the right person for, I will say so — that is worth more to both of us than a proposal.