Senior people leadership, brought in where it counts
Three areas of work, plus a fixed-fee diagnostic to tell you which one you need. Every engagement is scoped and priced before it starts.
First hires
People Foundation
Hiring, onboarding, contracts, policies and the basics — set up right the first time.
What's involved →Growing past 15–20
Scale Your People Function
Manager capability, performance, org design and culture — built to hold as you grow.
What's involved →Ongoing leadership
People Strategy Partner
Strategic people leadership in the room, a few focused days a month, inside your team.
What's involved →Global companies in India
Build for India
Stand up and scale your India team — operating model, hiring, leadership, compliance, culture.
What's involved →A 30-minute discovery call on where your people risk actually sits.
The People Audit
Not sure which of the above you need? Start with the diagnostic. Two to three weeks, one fixed fee, a written answer.
Discovery call
30 minutesTwo or three real observations about where your people risk sits. No pitch.
People Audit
2–3 weeksInterviews, systems review, and a written diagnosis with a prioritised plan and the costs to act on it.
Engagement
Reviewed quarterlyOngoing people leadership, a few days a month. Reviewed every quarter, in both directions.
Every engagement is bespoke and scoped to what you actually need. You'll have the numbers before anything starts.
Three things I build
Every engagement is one of these, sized to your stage. The People Audit tells you which.
Build the people function
The layer a company needs to hire and keep people without it all running through the founder. Built once, documented, yours.
- Hiring systems and onboarding
- Contracts, policies and compliance
- HRIS and the core tooling
- Pay structure and benefits
- The automation that keeps it light
Build the leadership layer
The decisions that compound as you grow: who leads, how the org is shaped, how performance and managers actually work.
- Manager capability and coaching
- Performance and feedback rhythm
- Org design and workforce planning
- Executive and senior hiring
- Culture that survives scale
Build for India
For global companies standing up or scaling a Global Capability Centre. Twenty-five years of India people leadership, on your side of the table.
- Operating model and structure
- Hiring sequence and leadership bench
- Compliance and statutory setup
- Comp benchmarking
- Culture that connects to HQ
How an engagement runs
Immerse
Learn the business, its goals and its constraints.
Diagnose
Find where the people risk actually sits.
Build
Lean systems and the decisions that matter.
Embed
Work as part of the team, not from outside it.
Hand back
Documented and owned by your team.
You build the company.
I'll build the people engine.
Start with a 30-minute discovery call on where your people risk actually sits.
Book a discovery call