Build. Lead. Strengthen your HR function.

Establish the function

GCC HR setup

Build the people function your India centre needs from day one.

Who owns HR before your first team arrives?

Translate the GCC mandate into an HR operating model, launch workstreams and clear responsibilities across headquarters, India leadership and specialist partners. Plan the organisation, hiring governance, employee lifecycle and readiness reviews as one connected programme.

Availability and suitability are confirmed before any proposal.

Lead the people agenda

Virtual CHRO

Senior HR leadership, embedded in your operating rhythm.

Who connects your people agenda to the business agenda?

An ongoing, scoped leadership mandate for organisations that need experienced HR direction without starting with a full-time CHRO appointment. An agreed practitioner works with your sponsor and HR team on priorities, decisions, accountability and the people operating rhythm.

Availability and suitability are confirmed before any proposal.

Run the function with clarity

Managed HR function

Coordinate the whole HR function through one accountable operating plan.

Are your HR workstreams working as one function?

Bring HR planning, talent, onboarding, performance, rewards, employee experience, operations and reporting into a managed rhythm. HCIIQ can coordinate the agreed function with your team and specialist providers, with named owners, service boundaries and sponsor oversight.

Availability and suitability are confirmed before any proposal.

Proposed starting engagement

HR Decision Review

A clear recommendation for one consequential people decision.

What needs to be resolved before your next hiring wave?

Bring one decision about HR ownership or hiring governance. We establish the context, examine the agreed evidence and outline the options, responsibilities and unresolved questions.

Availability and suitability are confirmed before any proposal.

Subject to specialist matching

Workforce & organisation

Connect your GCC mandate to the organisation it needs.

Does your organisation reflect the work it needs to do?

Frame a specific workforce or organisation choice: capability priorities, role boundaries, reporting relationships or the transition from a setup partner. Detailed modelling and design are separately scoped.

Availability and suitability are confirmed before any proposal.

Subject to specialist matching

Hiring governance

Clarify who decides, who assesses and who owns the handover.

Is your hiring process ready for the decisions ahead?

Explore the operating choices behind hiring: approval rights, assessment ownership, stakeholder responsibilities and onboarding handovers. Define the system around hiring before it becomes a source of delay.

Availability and suitability are confirmed before any proposal.