HR Transformation · 12-Month Structured Engagement

We Don't Just Advise.
We Build.

A structured, milestone-driven 12-month consulting engagement that takes your HR from wherever it is today — to a fully functional, documented, and self-running HR department by Month 12.

Book a Free 30-Min Consultation → See the 4 Phases ↓
12mo
Structured Engagement
4
Clear Phases
35+
HR Processes Built
63
Defined Tasks
1
Trained HR Manager
TRUSTED BY GROWING BUSINESSES ACROSS INDIA
Anardana
Atenzo
B2B Outreach
Capfin
Durbeen
Etrica
Foundwise
Habitat Design
Keystone
Radix
Sarvodaya
Transbnk
Trucksuvidha
Uhaus
Woodapple
Anardana
Atenzo
B2B Outreach
Capfin
Durbeen
Etrica
Foundwise
Habitat Design
Keystone
Radix
Sarvodaya
Transbnk
Trucksuvidha
Uhaus
Woodapple
The Challenge

Why most growing businesses
struggle with HR

At 50–500 employees, HR is everyone's problem and no one's priority. Every month without fixing this costs more than you think.

⚠️
Compliance & Legal Exposure
Missing PF/ESIC deposits, no signed employment contracts, no POSH policy — any one of these can result in penalties, disputes, or show-cause notices from labour authorities.
💸
Attrition is Costing Real Money
Replacing one employee costs ₹50,000–₹2,00,000+ in lost productivity and ramp-up time. Without retention systems, you are running a leaky bucket and paying for it every quarter.
🌀
The Founder Bottleneck
Every HR decision flows back to the founder. Leave approvals, salary queries, conflict resolution — it consumes 10–15 hours a week that should be spent on growing the business.
📉
Performance Without Accountability
No KRAs, appraisals on gut feel, increments feel random. High performers leave. Low performers coast. Mediocre output becomes the company standard.
📋
HR Runs on Memory & WhatsApp
Leave on WhatsApp. Payroll on Excel. Policies in someone's head. When the HR person leaves, institutional knowledge walks out with them. Nothing is documented or repeatable.
🚀
Scaling Faster Than Your Systems
What worked at 20 people breaks at 80. Without HR infrastructure, hiring faster just amplifies existing problems — more people, more chaos, more cost.
Our Approach

Not advisory.
Actual delivery.

Most consultants give you a report and leave. We stay. We build the processes, implement the systems, train your team, and only exit when everything is running without us.

01
Diagnose First
Every engagement starts with a full HR Health Audit across all HR areas. We rate every gap as High / Medium / Low risk and build a prioritised roadmap before any build work begins.
02
Build in Phases
We work in 3-month phases with clear outcomes at each milestone. Foundations first — compliance and legal, then systems, then culture and analytics. Each phase builds on the last.
03
Hand Over & Exit
We help you hire a full-time HR Manager, train them on every system we've built, create the HR Operations Manual, and formally hand over. By Month 12, HR runs without us.
The 12-Month Plan

Four phases.
One transformation.

Each phase has a specific focus, defined deliverables, and a clear outcome — something concrete your company will have at the end of it.

Phase 01 · Months 1–3
Build the Foundation
Compliance · Legal Documents · Recruitment · Documentation
Duration
3 Months
What you will have by end of Phase 1 Zero legal exposure. Every employee has a signed employment contract. PF, ESIC, and statutory compliance is current. A structured hiring process is in place. HR documents are organised in a central repository.
✓
Full compliance audit across PF, ESIC, Shops Act, Minimum Wages Act, and Bonus Act. All gaps identified and filings corrected.
✓
Employment contracts, appointment letters, offer letter templates, and confidentiality agreements drafted and signed for all employees.
✓
POSH Committee formed, POSH awareness training conducted for all employees, Internal Complaints Committee constituted as per the Act.
✓
Structured interview process designed — question banks, evaluation scorecards, and hiring funnel tracker for your most-hired roles.
✓
Background verification process set up. Offer letter format standardised. Day-1 onboarding checklist created for all new joiners.
✓
Mission, Vision, and Company Values documented. Organisation chart created. Central document repository set up.
Phase 02 · Months 4–6
Build the Core HR Systems
HR Policy Manual · Leave & Attendance · Compensation · Offboarding
Duration
3 Months
What you will have by end of Phase 2 A comprehensive HR Policy Manual signed by all staff. Fully automated leave and attendance on TrueHRIS. Rationalised salary structures. A professional, compliant offboarding and Full & Final settlement process.
✓
Comprehensive HR Policy Manual — 18+ policies covering leave, working hours, travel, reimbursement, code of conduct, and disciplinary procedure.
✓
Leave and attendance policy configured on TrueHRIS — leave types, balances, accrual rules, approval workflows, and regularization norms.
✓
Salary structure rationalisation — basic, HRA, special allowance, PF component, tax efficiency, and market benchmarking for key roles.
✓
Offboarding process — resignation workflow, notice period policy, handover checklists, exit interviews, and 45-day Full & Final settlement SOP.
✓
TrueHRIS system fully configured with employee data, leave policies, shifts, and self-service portals deployed for all employees.
Phase 03 · Months 7–9
Performance, Culture & Growth
KRA/KPI Framework · Appraisal System · Engagement · Learning & Development
Duration
3 Months
What you will have by end of Phase 3 Every role has clear, measurable KRAs. Appraisals are objective and run on a defined schedule. An employee engagement calendar is active. A continuous learning and training framework is operational.
✓
Role-wise KRAs and KPIs drafted for every department — measurable, aligned to business goals, and agreed with managers.
✓
Quarterly review process and annual appraisal framework designed — rating scales, self-appraisals, and increment guidelines.
✓
First appraisal cycle run with our team facilitating calibration meetings and manager training.
✓
Employee engagement strategy — monthly Town Hall format, pulse surveys, recognition programmes, and culture initiatives.
✓
Training needs analysis (TNA) conducted and annual training calendar built with internal and external learning programmes.
Phase 04 · Months 10–12
Leadership, Analytics & Handover
HR Manager Hiring · Training · HR Ops Manual · Complete Handover
Duration
3 Months
What you will have by end of Month 12 A full-time, competent HR Manager hired and trained. An HR Operations Manual documenting every process. Complete HR dashboards for leadership. Our team exits — your HR runs smoothly on its own.
✓
Job description drafted, recruitment driven, and final candidates interviewed to hire your permanent full-time HR Manager.
✓
4-week intensive handover programme: HR Manager shadowed and trained on all 35+ processes built over the year.
✓
HR Operations Manual delivered — SOPs for every daily, monthly, and annual HR activity with templates and escalation matrices.
✓
HR Analytics Dashboard set up — headcount, attrition rate, hiring velocity, training hours, and compliance health.
✓
Post-engagement check-in at Month 14 to verify everything continues to run smoothly.
Scope of Work

Everything included.
No hidden surprises.

When we say end-to-end, we mean it. Here is what is covered in your monthly engagement fee.

📑
All Documents Drafted
Policies, contracts, letters, checklists, forms, evaluation sheets — drafted custom for your business, not generic copy-pastes.
⚖️
Full Compliance Audit
PF, ESIC, Shops Act, Minimum Wages, Gratuity, Bonus, POSH — audited and brought up to 100% compliance in Phase 1.
💻
Software Setup Included
TrueHRIS configured, employee data migrated, leave and attendance policies mapped, and training delivered to your entire team.
👥
HR Manager Hiring & Training
We source, screen, interview, and help you hire your permanent HR Manager — then train them across every system we built.
📖
Custom HR Operations Manual
A complete, company-specific operations manual documenting every process, schedule, template, and escalation path.
📊
Bi-weekly Leadership Briefings
Regular reviews with founders or senior leadership tracking milestone progress, risk items, and upcoming deliverables.
Measurable Impact

What your business will look like
by Month 12

Concrete, measurable outcomes that show in your retention numbers, legal risk profile, and founder hours saved.

0
Statutory compliance notices or legal vulnerability
60%
Reduction in early 90-day employee attrition
100%
Of HR processes documented and repeatable
1
Self-running HR department operating without founders
Why VLS

Why businesses trust VLS
for HR transformation

We combine decade-long human resource operational expertise with modern cloud HR software.

10+ Years
Deep Ground-Level Indian HR Expertise
We understand Indian statutory laws, labour departments, state variations in PF/ESIC/PT, and the reality of managing teams on the ground in India.
1,500+
Companies Supported Across India
From 25-person startups to 1,000+ employee enterprises across IT, healthcare, retail, manufacturing, logistics, and hospitality.
Builders
We Deliver, Not Just Recommend
Unlike traditional management consulting firms that hand over 100-page slide decks, our team writes the policies, configures the software, and trains your people.
Native
Software + Consulting Under One Roof
TrueHRIS is our own software. We know every capability inside out, eliminating the friction between consulting advice and tech implementation.

Ready to transform your HR from a headache to a competitive advantage?

Book a free 30-minute consultation. We'll review your current setup, highlight immediate risk areas, and explain how the 12-month engagement works for your specific headcount.

Book Free 30-Min Consultation → Schedule Software Demo