Services
What I can take off your hands.
Some of this is ongoing — a retainer where I carry part of the people function with you. Some is a defined project with an end date. The first conversation is usually about working out which one you actually need.
Most requested
- 01 POSH Compliance & External Member
Internal Committee constitution, external member appointment, training and annual filings under the POSH Act, 2013.
→ - 02 Fractional CHRO
CHRO-grade judgement on a part-time retainer, for companies that need the thinking without the salary.
→ - 03 HR Function Set Up From Scratch
The complete people infrastructure — policies, letters, onboarding, payroll structure and compliance — built once, properly.
→
Full range
- 04 Labour Law & Employee Relations
Disciplinary action, domestic enquiry, conciliation and Labour Court representation — done properly the first time.
→ - 05 Statutory Compliance Audit
PF, ESI, minimum wages, bonus and contract labour — verified against your actual records, not your assumptions.
→ - 06 AI Adoption in HR
Where AI genuinely helps in HR, where it creates legal risk, and how to tell the difference before you buy.
→ - 07 DPDP Act Compliance for HR Data
Employee and candidate data is personal data. Most HR functions are not set up for that.
→ - 08 Leadership & Specialist Hiring
Retained search for the senior and hard-to-fill roles, run by someone who has hired over a thousand people.
→ - 09 Performance Management Systems
Goal setting, appraisal and PIP designed as a cycle that actually completes.
→ - 10 Corporate Training & Development
POSH awareness, managerial effectiveness and behavioural programmes — built from a training needs analysis, not a catalogue.
→ - 11 HR Due Diligence
People-side risk assessment for investors, acquirers and companies preparing to be examined.
→ - 12 India Entry — HR & Employment Setup · international
For overseas companies hiring their first employees in India. Entity-side HR, contracts, payroll structure and compliance, advised online.
→ - 13 Global Capability Centre — HR Setup · international
People infrastructure for multinationals standing up a captive GCC in India.
→
How engagements are structured
There are three shapes, and most of the first conversation is working out which one your situation actually calls for.
A retainer
Ongoing, usually monthly, against defined deliverables rather than hours of availability. This is what a fractional CHRO engagement looks like: I carry part of the people function with you, attend the leadership meetings that matter, own the annual cycle, and supervise your internal HR person. Minimum three months, because nothing meaningful in HR completes faster than that.
A fixed-scope project
A defined deliverable with an end date — an HR function built from scratch, a compliance audit with a written report, a performance system designed and rolled out, a due diligence exercise against a transaction timeline. You know what you are getting and when, and the engagement finishes.
A standing seat
Specific to POSH: appointment as the independent external member on your Internal Committee, on an annual retainer plus a fee per sitting. It is a statutory role rather than a consulting one, and it continues for as long as the appointment stands.
How I work
- Remote-first. Advisory, policy, compliance review and system design are delivered just as well remotely. I travel where an engagement genuinely needs presence — a disciplinary proceeding, a plant matter, a leadership session.
- Scoped to outputs. Retainers are written against deliverables, not availability.
- Honest about fit. High-volume recruitment, for instance, is better served by a specialist agency than by me, and I will say so rather than take the work.
- Built to hand over. The objective is a function your own team can run, not permanent dependence on me.
Not sure which?
Describe the problem rather than the service. That is usually faster.
Most people arrive describing a symptom — attrition, a failed appraisal cycle, a notice from the labour office, an investor asking questions. Tell me the symptom and I will tell you what it usually means and whether I am the right person for it.