Building an HR function from scratch at fifty people.
How a fast-growing manufacturer crossed fifty employees with no formal HR — and what it took to put one in place inside six months.
Where they started.
Saraswat Industries had grown from twelve employees to fifty-four in two years on the back of one large contract. There was no HR head, no policy library, contracts varied person to person, and the founder was personally signing off every hire and every grievance. The leadership team knew the model would not survive the next contract win.
What we did.
We ran an eight-week diagnostic across leadership, line managers, and a cross-section of the shop floor, then designed a phased HR build-out: contracts and statutory compliance first, then a policy library, then onboarding and an HRMS. The founder and two senior managers were co-leads through every phase.
Where they landed.
Six months later, Saraswat had a functioning HR function led by a newly hired HR manager we helped them recruit. Forty-two policies and SOPs were in production. Fourteen managers had been through a feedback and grievance-handling programme. The founder no longer sees individual leave requests.
“She doesn't just give you a document — she sits with you until it actually works.”
Services involved in this engagement.
HR Foundations
For companies setting up HR for the first time. Policies, contracts, statutory compliance, and onboarding — built once, built properly.
Organisational Design
Roles, reporting lines, and decision rights designed around how your business actually operates today and where it's heading next.
Not sure where to start? Most of our engagements begin with a conversation.
Thirty minutes. No slide deck. No pitch. We’ll learn about your situation, you’ll learn how we think. If we can help, we’ll tell you — and if we can’t, we’ll tell you that too.