Talent acquisition
If you are scaling headcount, we can run hiring alongside the HR infrastructure work.
Explore talent acquisitionFractional HR
Senior HR capability without the full-time cost
A fractional HR engagement gives financial services and fintech (BFSI) firms access to a senior HR business partner on a structured monthly retainer. Strategic thinking, operational execution, and compliance support, embedded in your team and not parachuted in.
Book a discovery conversationBuilt 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 senior HR hire at that level.
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 HR business partner, covering strategy, judgment, and market awareness, on a retainer that fits your current operating model. We provide a fee indication after the discovery conversation. If the scope does not justify the engagement, we will tell you that too.
If hiring is one of the gaps we identify, we can run talent acquisition in parallel with the HR infrastructure work.
What a fractional HR retainer covers
Scope is defined at engagement start and reviewed quarterly. This is a representative list, not a fixed menu.
Strategic work
- Compensation architecture and band reviews
- Org design input and workforce planning
- People metrics and HR reporting
- Monthly people review with leadership team
Operational work
- Performance management design and implementation
- Hiring process standardisation
- Manager coaching and capability development
- Onboarding process design
- Exit process and separation management
- HR technology assessment and vendor selection
Compliance work
- HR compliance and documentation
- Policy design and employee handbook
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
Phase 1
Discovery · weeks 1–3
Phase 2
Priority plan · week 4 milestone
Phase 3
Embedded delivery · ongoing, quarterly reviews
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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 with regular touchpoints with HR and leadership, availability for decisions and situations that come up, and quarterly reviews of what we have built and what comes next. Engagements are structured for remote-first delivery with in-person touchpoints based on your location and agreed cadence.
Common questions
When does fractional HR make sense over a full-time hire?
Usually between roughly 20 and 150 employees, when the founder is still carrying HR decisions but the company cannot justify or attract a strong full-time HR head. You get senior judgement for a fraction of the cost, and a clean handover when the full-time hire eventually makes sense.
What does a fractional HR engagement cover?
Typically some combination of hiring process design, compensation structure, policies and compliance hygiene, performance frameworks and manager coaching. Scope is fixed at the start of each quarter so both sides know what is being delivered.
How much time commitment is involved?
Most engagements run between two and six days a month depending on stage and headcount. The cadence is regular, not ad hoc, because HR problems compound quietly when nobody is watching them.
Do you cover HR compliance for fintechs specifically?
Yes. Fintechs in India sit under overlapping obligations, from labour law basics to expectations that flow down from regulated partners. We have written about this in detail in our insights section, and it is a standard part of fractional scope for fintech clients.
Our thinking on this
Case studies are being prepared as client permissions are secured. Until then, our pillar guide is the published trail of our thinking on this service line.
Pillar guide
Fractional HR for Growing Financial Services Firms
A comprehensive reference for founders and HR leaders weighing fractional HR for a financial services or fintech firm in India. When it is the right next step, what good looks like, and how to evaluate a partner.
Read the pillar guide