Our Services
Specialised programs designed to move from reacting to planning ahead. We measure the impact of people investments so you can scale with confidence.
Performance Culture Consulting
Our premium, tailored growth partnership. It feels like thinking, not a menu. We track how people performance shows up in business results.
Why this service exists
This is where we partner with the growth of the business. We ask one question: what will help this business grow faster, from a people perspective? Better people capability, and better people performance, lead to better business performance, and we measure the increase.
The way a business drives performance is at the heart of how it is run. When leaders at every level drive performance as owners do, the business moves faster. That happens when four elements work together to build the engine of growth:
Why we designed it this way
- Business first: we start from your business goals, not an HR template.
- Tailored: every engagement is designed around your stage and your people.
- Measured: we track how people performance shows up in business results.
- Connected: the systems we design can be run by your team, or by HR on Wheels.
Growth
Goals
Metrics
Rewards
What you get
Written KRAs for every role; a performance calendar that runs on time; pay and incentives linked to performance; a clear view of top performers and those who need support; a plan to build talent density; a development plan for Level 2 leaders; a dashboard linking people performance to business results.
How an engagement runs
Understand
We begin by understanding your current operations, structure, and business goals.
Design
We design specific frameworks and structures tailored strictly to drive those business outcomes.
Embed
Our team embeds directly with yours to put the new systems and behaviors in place.
Measure
We measure the financial and operational impact and refine the cycle for compounding gains.
What we cover
The core pillars of our Performance Culture consulting framework.
Role Architecture
- Organisation structure and reporting lines
- Role definitions and job descriptions
- KRAs and KPIs for every role
- Areas of responsibility and accountability mapping
- Decision rights clarity
- Grading and levelling structures
Performance Cycle
- Goal setting cascaded from business goals
- Goal alignment across teams
- Review cadence strategy
- Appraisal process and form design
- Rating scales and calibration
- Manager training on reviews and feedback
- Annual performance calendar formulation
Reward Architecture
- Pay bands and salary structures
- Increment frameworks linked to performance
- Incentive and variable pay schemes
- Bonus structure design
- Long-term incentives and ESOP structuring
- Enterprise recognition programs
Talent Density
- Building talent density in critical roles
- Working strategically with top and bottom performers
- Executive talent reviews
- Performance and potential mapping
- Identifying high performers and high potentials
- Retention plans for top talent
- Development and improvement plans
Second-Line Leadership
- Leadership capability assessment
- Leadership development programs and workshops
- First-time manager training programs
- Moving decision rights from founder to Level 2
- Succession planning for critical roles
People-to-Business Metrics
- People metrics mathematically linked to business goals
- Revenue and productivity per employee tracking
- Attrition and retention risk analysis
- Performance distribution mapping
- People cost as a distinct share of revenue
- Executive people dashboards for leadership reviews
HR on Wheels runs the appraisal and incentive cycles.
Performance Culture designs the systems behind them.
HR on Wheels
The HR foundation your growth stands on. Build, Operate, Transfer. We build your HR foundation, run it until it is stable, then hand it to your team.
Why this service exists
As a business grows, HR has to do two things at once: run the day-to-day with precision, and set the direction for what comes next. Most growing businesses need both, an executor and a strategist, well before they can hire both full-time.
HR on Wheels brings both through one fractional team, not one fractional CHRO. Specialists run execution, and senior consultants set direction, so execution quality rises too.
Implement the foundation
Run stable cycles
Hand over to your team
Why we designed it as Build, Operate, Transfer
- Build: we invest more in the first year to put the right foundation in place.
- Operate: we run the first cycles ourselves (payroll, appraisals, audits) until they are stable.
- Transfer: we recruit and train your in-house HR person, and hand over with documented processes.
When investors, auditors, or a new site arrive, the foundation is already in place.
What you get
A compliance calendar; documented policies and SOPs; clean employee records; an appraisal cycle completed on time, every year; and an HR function your own team can run independently.
Two ways to work with us
Build, Operate, Transfer
Typically 12 to 18 months.
Designed for growing businesses that want to ultimately own their internal HR function. This core pathway includes complete Investor and PE Readiness preparation.
Ongoing Fractional Team
For long-term continuity.
Prefer us to keep running it? Our fractional HR team can stay on indefinitely. Built specifically for businesses that value strategic continuity without expanding headcount.
What we cover
The operational elements included in our HR on Wheels foundation.
HR Systems and Data
- Employee master data, personnel files, and documentation
- HRMS / HRIS implementation and management
- HR MIS and operational dashboards
Hiring and Onboarding
- Recruitment coordination: interviews, offers, and background verification
- Employee onboarding and induction formalities
- Employee handbook and policy orientation
Payroll and Pay Admin
- Leave and attendance management integration
- End-to-end payroll management
- Incentive and variable pay administration
- Reimbursement administration
- Full and final settlement coordination
Compliance & Governance
- PF, ESIC, PT, and LWF compliance coordination
- Maintenance of statutory records and registers
- Labour law compliance support
- People policies and HR SOP administration
- HR audits and strict compliance checks
Benefits
- Comprehensive employee benefits administration
- Group insurance and health policy administration
Employee Lifecycle
- Promotions and role or designation changes
- KRA and goal setting administration
- End-to-end appraisal cycle management
- Exit and separation: exit interviews, notice periods, and clearance
Experience & Relations
- Employee engagement activities
- Internal employee communication management
- Employee feedback and surveys
- Employee query and helpdesk management
- Grievance administration
- Disciplinary process administration