Institutional HR Strategy. Without the Full-Time CXO Overhead.
Starts at 3L per month
- Fractional CHRO Leadership
- Org Design & Performance Systems
- M&A HR Due Diligence (as needed)
MANDATE TRIGGERS
No Full-Time CHRO Yet
Family Business Professionalizing
Series B+ Scaling
Institutional HR, for four kinds of mandates.
1. PE & VC Portfolio Companies
- Pre-Deal Due Diligence: Assessing key-man dependencies, liabilities, and org debt.
- Post-Merger Integration (PMI):Harmonizing leadership tiers, cultures, and comp stacks.
- Board Reporting & Governance: Aligning CHRO metrics directly with value creation plans.
2. Family Enterprises & SMEs
- Promoter-to-Board Transition: Structuring non-family executive leadership frameworks.
- Next-Gen Onboarding: Aligning family succession with professional management layers.
- Organization Restructuring: Establishing clear P&L responsibility and performance metrics.
3. GCCs & Foreign Enterprises Entering India
- Zero-to-One HR Architecture:Compliance framework, employment policies, and benefits setup.
- Market Compensation Benchmarking: Structuring packages to win tier-1 tech & GCC talent.
- Cross-Border Governance: Aligning parent company standards with Indian workplace dynamics.
4. Growth-Stage Startups (Series A–C)
- Performance Architectures: Designing OKRs, KPI structures, and merit-based appraisal systems.
- Executive Compensation & ESOPs: Structuring competitive equity plans to attract senior talent.
- HR Team Capability Upgrade:Hiring and mentoring in-house HR leads for smooth handover.
Who We Partner With
01 Fractional CHRO & Org Design
- Fractional CHRO presence
- Hierarchy & P&L restructure
- OKR & performance systems
- Executive comp & ESOPs
- Governance & policy engine
Positioning your enterprise to win top talent via Executive Talent Branding →
02 People Systems & Culture
- Policy & employee handbook development
- Performance management frameworks
- Family governance-aligned HR systems
- Engagement & retention design
03 M&A & Transaction Advisory
- Buy/sell-side HR due diligence
- Key-man risk assessments
- Post-merger integration blueprints
Representative Transformations
MANDATE 01
Fractional CHRO – Built OKRs & ESOP Strategy
Series B Consumer Scale-Up (300+ Employees)
2026
MANDATE 02
Org Restructuring – First Non-Family HR Handover
40-Year Family Industrial Enterprise
2025
MANDATE 03
M&A HR Due Diligence – Identified 3 Key-Man Risks
US Private Equity Firm / India Tech Target
2024
Why Companies Choose HRBx
Proven at Scale
Across industries, from 10-person startups to 1,000+ employee organizations, HRBx has the operating experience to know what actually works at each stage, not theory.
Compliance-First by Default
100% compliance built into every engagement reducing legal exposure while you scale, restructure, or transact.
Capital-Efficient Leadership
Senior HR leadership at a fraction of the cost of a premature full-time hire resulting in capital freed up for the parts of the business that need it more.
Partner, Not Vendor
We operate as an extension of your leadership team, not a transactional service provider engaged closely enough to build it right, and structured to hand it back when Transition is complete.
Build. Operate. Train. Transition.
STEP 01. BUILD ->
Designing the org structure, policies, and systems your business needs from scratch or from an informal baseline.
STEP 02. OPERATE ->
Advice on running the HR function such as compliance, performance cycles, and day-to-day people decisions.
STEP 03. TRAIN ->
Coaching your internal team, or hiring one, with direct knowledge transfer on the systems we’ve put in place.
Explore Leadership Hiring
04. TRANSITION
Full handover to your in-house HR leadership, with ongoing advisory support as needed.
Every engagement starts with a conversation.
FAQs on Fractional CHRO & Advisory
What's the minimum engagement size?
Engagements begin at ₹3L per month, structured as 6-month retainers or project-based mandates. Smaller or purely operational HR needs are better served by our broader HR-as-a-Service practice. All engagements are tailor made to the needs of our clients.
We don't have a CHRO. So what does an engagement actually look like?
We build the org structure, policies, and performance systems your business needs, operate the function directly while it's new, then train your internal team before transitioning full ownership to them. You're never left without HR leadership, and you're never locked into needing us indefinitely.
How does this work for a family business professionalizing HR?
We build people systems around your existing governance context rather than a generic corporate template for policy, performance management, and structured engagement, with onboarding designed for founder and family sensitivities.
How is deal-sensitive information handled during M&A due diligence?
M&A HR audits — one of several use cases within this practice, typically engaged by an investment bank or family office managing a transaction — are run under the same confidentiality standard as our executive search mandates, with findings shared only with the engaging party.
What happens after transition? Do you stay involved?
Transition includes hiring or upgrading your in-house HR leadership and training them on the systems we've built. We remain available on an advisory basis afterward, but the intent is for your team to run the function independently.