Establish the function
GCC HR setup
Build the people function your India centre needs from day one.
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.
Discuss this serviceOur advisory network is in formation. Engagements depend on confirmed expertise, availability, scope and agreed terms.
When it helps
- Your India GCC is moving from a business case into setup.
- HQ, local teams and providers need one agreed HR launch plan.
- The first hiring wave depends on policies, systems and accountable owners.
What you receive
A practical work product, with depth and review agreed before the assignment.
An HR setup blueprint
A phased readiness and ownership plan
A people-policy and process inventory
Also proposed: a partner responsibility map and sponsor readiness reviews.
What we need from you
Start with the context. Detailed evidence follows an agreed, authorised process.
- The GCC mandate, location and launch assumptions
- Headquarters policies and decision rights
- The proposed organisation and hiring plan
- Existing provider scope and dependencies
Keep confidential documents out of the initial enquiry. Only share material you are authorised to provide.
Illustrative output
View sample
Explore a fictional ownership map and supporting documents in the sample viewer.Illustrative format, not client work. Exact outputs are agreed for your assignment.
Scope & boundaries
This proposed scope does not include:
- Entity incorporation or employer-of-record services
- Legal, tax or regulatory certification
- Recruitment, payroll processing or vendor fees unless separately agreed
Before we begin
How are fees and scope agreed?
The proposal names the practitioner and engagement owner, the question, inputs, deliverables, fees, review rounds and responsibilities. Nothing is booked by an enquiry.
Who makes the final decision?
Your sponsor retains employer accountability and the decisions reserved to your organisation. A Virtual CHRO or managed HR mandate can include agreed execution and coordination responsibilities; authority, access and exclusions are written into the engagement.
What happens if there is no suitable match?
A no-fit outcome is possible. Availability and specialist capability must be confirmed for the particular assignment before a proposal proceeds.