Senior HR capability — without the full-time cost
A fractional HR engagement gives financial services and fintech firms access to a senior HR business partner on a structured monthly retainer. Strategic thinking, operational execution, and compliance support — embedded in your team, not parachuted in.
Discuss your HR needsBuilt for a specific growth stage
There is a gap in the HR market that most firms discover around the 60 to 150 employee mark. You have outgrown the generalist-HR-and-payroll model, but you do not yet have the complexity — or the budget — to justify a ₹20L+ senior HR hire.
In that gap, people decisions get made without the infrastructure to support them. Performance management is informal. Compensation bands are inconsistent. Hiring processes are undocumented. Manager capability is uneven. Compliance obligations stack up.
Fractional HR is designed for exactly this stage. You get the thinking of a senior HRBP — strategy, judgment, market awareness — on a retainer that fits your current operating model.
What a fractional HR retainer covers
Scope is defined at engagement start and reviewed quarterly. This is a representative list — not a fixed menu.
- Compensation architecture and band reviews
- Performance management design and implementation
- Hiring process standardisation
- Manager coaching and capability development
- HR compliance and documentation
- Onboarding process design
- Exit process and separation management
- People metrics and HR reporting
- Org design input and workforce planning
- Policy design and employee handbook
- HR technology assessment and vendor selection
- Monthly people review with leadership team
A fractional HR engagement does not replace operational HR administration (payroll, attendance, leave management). We focus on the strategic and structural layer. Operational HR can run in parallel under your existing team or vendor.
How we work together
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Discovery
We spend two to three weeks understanding your current HR state — policies in place, processes that exist, gaps that are felt, and the context of your business stage and regulatory environment.
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Priority plan
We agree on a 90-day priority list: the three to five areas where we will focus first, and what success looks like in each. This becomes the working plan for the retainer.
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Embedded delivery
We work on a structured monthly cadence — regular touchpoints with HR and leadership, async availability for decisions and situations that come up, and quarterly reviews of what we have built and what comes next.