The GCC HR practice
HCIIQ focuses on the HR decisions, leadership and operating systems behind an India global capability centre. From the first organisational blueprint to ongoing Virtual CHRO support, the work starts with your business mandate.
Discuss your GCCOne connected people agenda
The organisation chart, the hiring plan and the employee experience cannot operate in isolation.
We help define who leads, who delivers and who decides across headquarters, India leadership, your HR team and service partners. Every mandate specifies the responsibilities HCIIQ takes on.
Explore Virtual CHRO leadershipWhere you are today
The scope changes with your centre. The need for clear ownership remains.
Turn your setup plan into an HR launch programme, with a defined organisation, hiring governance and employee lifecycle.
Explore GCC HR setupRevisit leadership, structures and HR capacity as the mandate grows. Make the next stage of growth explicit.
Explore Virtual CHROAlign your team and providers around an operating calendar, agreed measures and accountable service delivery.
Explore managed HRThe complete function
Scope can cover the whole function or a defined workstream, depending on confirmed practitioner capacity.
Connect the GCC mandate to the people roadmap, delegated decisions, annual priorities and sponsor reviews.
Define the structure, capability priorities, role boundaries, reporting relationships and workforce planning assumptions.
Coordinate hiring governance, assessment ownership, offer approvals and the handover into a consistent employee experience.
Shape the performance cycle, reward philosophy and decision process, working with your authorised specialist providers.
Clarify listening, manager development, learning priorities, culture and the ownership of employee concerns.
Map processes, partner responsibilities, access controls, management reporting and escalation across the employee lifecycle.
A clear working arrangement
Virtual CHRO and managed HR engagements can include continuing leadership, coordination and agreed execution. The proposal names the practitioner, time commitment, service boundaries, decision authority and sponsor.
Your organisation remains the employer. Legal, payroll, tax and statutory work require appropriately qualified providers and an explicit scope. Existing partners remain part of the operating model where their mandate continues.
How we agree the workLet’s start a conversation
Start with a short, nonconfidential brief.